Human Resources Business Partner

JOB SUMMARY:The Regional People and Culture Manager serves as the senior HR leader for a portfolio of plants, responsible for driving the execution of enterprise people strategies while ensuring strong operational performance, engagement, and compliance at the plant level. This role leads Plant HR Managers and their teams, acts as a strategic partner to Plant Managers, and serves as the primary connector between plant operations and HQ HR Centers of Excellence (COEs).The role is accountable for building leadership capability, strengthening culture, ensuring consistent application of people processes, and proactively identifying and resolving risks across the region.DUTIES AND RESPONSIBILITIES:Regional Leadership & Team Oversight

Lead, coach, and develop Plant HR Managers and their teams to ensure consistent, high-quality HR delivery across all assigned plantsEstablish clear expectations, accountability, and development plans for plant HR teamsProvide hands-on support and escalation guidance on complex team member issues, investigations, and leadership challengesEnsure strong alignment and consistency in HR practices across the region

Strategic Business Partnership

Partner closely with Plant Managers and regional leadership to align people strategies with business objectivesBuild strong, trust-based relationships with plant leadership teams to influence decision-making and drive resultsAct as a thought partner on organizational design, workforce planning, and operational challengesProvide proactive insights on risks, trends, and opportunities impacting the workforce

People Processes & Talent Management

Ensure execution and quality of all core people processes, including:Talent Reviews, 9-box assessments, and succession planningPerformance management and development planningCompensation planning and benchmarkingCoach Plant Managers and HR Managers on talent assessment, leadership capability, and succession strategiesSupport the identification and development of high-potential talent across the regionLead and ensure consistency in onboarding and development initiatives

Labor Relations & Compliance

Maintain deep knowledge of union agreements for all assigned plantsPartner with the Labor Relations team on contract negotiations, strategy, and administrationProvide guidance on grievances, arbitration preparation, and union interactionsEnsure compliance with all federal, state, and local employment laws and company policiesMitigate legal and employee relations risks through proactive coaching and intervention

Team Member Experience & Culture

Drive initiatives to improve engagement, retention, and overall team member experienceSupport leaders in building a positive, inclusive, and high-performing culture aligned with company valuesEnsure consistent use of recognition programs and engagement practicesPartner with Plant and HR leaders to strengthen morale and workplace relationships

Operational Excellence & Daily Management System (DMS)

Ensure effective implementation and utilization of the Daily Management System (DMS) across all plantsDrive accountability for issue escalation, problem-solving, and standard work within HR and operationsMonitor key metrics and ensure action plans are in place to address performance gapsPromote data-driven decision-making through the use of dashboards and analytics

Safety Partnership

Partner with Plant Leadership and the HQ Safety team to support a strong safety cultureEnsure HR teams are aligned with safety initiatives and reinforce accountability at the plant levelSupport leadership in addressing behavioral and cultural drivers of safety performance

Collaboration with HQ HR Functions

Build strong partnerships with HR Centers of Excellence (Talent Acquisition, Total Rewards, Learning, Labor, HRIS, etc.)Act as the primary liaison to remove roadblocks and ensure plants are supported effectivelyProvide input and feedback on policies, programs, and initiatives to ensure practical application at the plant levelDrive adoption and execution of enterprise-wide HR initiatives

Analytics, Reporting & Escalation

Analyze workforce trends, metrics, and insights to identify risks and opportunitiesMonitor key indicators such as turnover, absenteeism, engagement, and quality of hireEnsure timely and appropriate escalation of plant-level risks, issues, and critical incidents to HQ HR leadershipProvide regular updates on regional people performance and progress against strategic priorities

EDUCATION AND EXPERIENCE:

Bachelor's degree in Human Resources, Business, or related field (Master's preferred)8-12+ years of progressive HR experience, including multi-site or regional leadershipExperience leading HR teams in a manufacturing and/or unionized environment strongly preferredDemonstrated experience in labor relations, including contract negotiations and grievance managementStrong business acumen and ability to influence senior leadersProven ability to lead through complexity, drive change, and deliver results

KEY COMPETENCIES & SUCCESS MEASURES:Key Competencies

Strategic thinking with strong operational executionLeadership and team developmentInfluencing and relationship buildingLabor relations expertiseProblem-solving and decision-makingData-driven mindsetAbility to navigate ambiguity and drive alignment across functions

Success Measures

Strength of plant leadership and HR team capabilityQuality and consistency of talent reviews and succession plansReduction in turnover and improvement in engagementEffective labor relations and minimized legal riskAdoption and effectiveness of DMS and people processesTimely escalation and resolution of plant issuesStrong alignment between plant operations and HR strategy