HR Leader

The Human Resources Leader is a senior HR professional who manages core HR activities across the team member lifecycle and leads efforts in talent acquisition, team member/labor relations, compliance, performance management, and talent management in a  unionized site.  This role collaborates with applicable teams to lead HR initiatives across inclusion, engagement, HRIS, safety, compensation, and benefits. This role serves as a subject matter resource and advisor to team members and leaders, handles complex escalations, and coordinates HR programs across functions/divisions/locations. 

This position generally reports to the Division HR Manager.

The HR Leader performs direct responsibilities and accountabilities, including, but not limited to: 

• →Serve as a trusted HR partner and subject-matter advisor to functional and operational leaders to advise on talent, performance, and engagement strategies. 
• →Interpret and administer Collective Bargaining Agreements (CBAs). Ensure managers and supervisors follow contract terms regarding wages, hours, and working conditions.
• →Mentor, coach, and potentially supervise HR team members in the future; assign and prioritize operational tasks and provide development feedback.  
• →Oversee the talent acquisition process, review resumes, build candidate pools, and design structured interview and selection processes that leverage automation, ensure legal compliance and fair evaluation. 
• →Create offer recommendations aligned to internal equity and market data; oversee preemployment screening process and onboarding quality. 
• →Lead complex team member/labor relations, investigate escalations, recommend corrective actions, and document findings. 
• →Manage the grievance process, investigate worker complaints, participate in arbitration hearings, and resolve disputes before they escalate.
• →Ensure fair, consistent application of policies and practices, adherence to employment/labor laws, and lead audit readiness and corrective actions. 
• →Lead the full performance cycle (goal setting, check-ins, calibration, merit, reviews) across assigned business units. 
• →Partner with leaders in talent reviews, succession planning, and development planning. Monitor performance trends and talent movement; provide guidance on performance improvement plans and development pathways. 
• →Address complex compensation and benefits questions; partner with applicable teams as needed. 
• →Lead inclusion and engagement initiatives, including survey action planning and recognition programs; compile insights and present to leadership. 
• →Foster positive, professional working relationships with local union stewards.
• →Oversee HR data integrity and conduct HR reporting and analytics; translate insights into recommendations for leaders. 
• →Collaborate with EH&S to coordinate training, incident documentation, trend analysis, and post-incident actions. 
• →Coordinate HR programs across the site to ensure alignment and execution excellence. 
• →Lead cross-functional HR projects; manage timelines, resources, and stakeholder alignment. 
• →Standardize and optimize HR processes and implement continuous improvement with measurable outcomes. 

• Bachelor’s Degree in Human Resources, Business Administration, or related field. 
• 5+ years of progressive HR experience with at least one year managing labor relations in a unionized manufacturing, industriasl, or production environment. 
• Advanced understanding of HR principles across the team member lifecycle (talent acquisition, relations, performance, compliance, compensation, benefits). 
• Working knowledge of employment law fundamentals (EEO/AA, FLSA, FMLA, ADA), recordkeeping, and confidentiality requirements. 
• Demonstrated exposure to complex team member relations, policy development, and HR program ownership. 
• Proven experience with HRIS and ATS platforms (e.g., PeopleSoft, Workday, SuccessFactors, UKG); proficient in Excel and data analysis. 
• Experience leading HR projects and influencing cross-functional stakeholders. 

Preferred Qualifications:  

• HR certification in progress or completed (e.g., SHRM-CP/SHRM-SCP, PHR). 
• Exposure to manufacturing environments; familiarity with union/labor relations processes. 

The essential functions have been provided as example of the type of work performed by employees assigned to this job classification. The company reserves the right to modify the work assignments and/or to make reasonable accommodations so that qualified employees can perform the essential functions. The job description is not intended to be an inclusive list of duties and responsibilities. It is intended to describe the general nature of the position.

Compensation: $100,000-$125,000 annual base salary. Eligible for annual incentive bonus.