Director, Human Resources Operations

Arthur J. Gallagher · Alpharetta

Overview

The Director of Human Resources for Manufacturing leads HR for our manufacturing operations and reports to the SVP and CHRO. In this role, you will put people strategies into action, work closely with HR and operations leaders, and create programs to attract, keep, and grow talent. You will design employee relations programs, advise manufacturing teams, and manage employee and labor relations to support our company’s mission, values, and goals. As a trusted partner to leadership, you will offer expert guidance on all HR topics, including policies and programs.

Candidates should have experience managing several sites in both union and non-union settings. This on-site role involves traveling to manufacturing locations about 50% of the time.

We are prioritizing candidates who have worked in a manufacturing or related plant/factory environment for this role.

Responsibilities

Lead and develop on-site plant HR teams as they drive HR initiatives at their manufacturing plants.
Guide and collaborate with operations leadership to build strong relationships with labor-management committees. Serve as the HR leader for contract negotiations, strategy development, and guidance on labor contract disputes.
Monitor and coordinate employee relations issues, corrective actions, performance improvement plans, and EEO matters with company leaders to ensure timely and effective resolution.
Responsible for compliance with the collective bargaining agreements across all union locations.
Guide the HR teams regarding disciplinary actions, employee and applicant appeals, and grievances.
Develop and administer HR policies, procedures, and processes. Train and communicate with plant HR managers and employees.
Partner with plant operations to review organizational structure and compensation programs, including position compensation analysis in partnership with the Director, HRIS, Benefits & Compensation.
Serve as the liaison between corporate HR functions and plant operations, ensuring consistent communication and alignment on updates and process changes.
Propose and develop programs to increase employee engagement and satisfaction, supporting employee retention.
Collaborate with the HR team to develop and recommend hiring and retention strategies that improve employee engagement.
Conduct confidential investigations into employee relations concerns and complaints, seeking guidance from HR leadership or legal counsel as needed.
Use systems and tools to provide administrative support, act as a liaison between employees and HR, and ensure accurate completion and collection of required documentation for compliance.
Evaluate department initiatives against established goals and recommend innovative approaches to improve efficiency and service.
Ensure compliance with all employment laws. Apply industry best practices and current trends in decision-making. Build strong relationships with diverse stakeholders and manage competing priorities across departments.
Demonstrate a can-do attitude, positive outlook, initiative, and resourcefulness.
Partner with plant leadership on workforce planning and actions necessary to ensure proper staffing levels.

Qualifications

Education, Experience, Certifications

Bachelor's degree in Human Resource Management or related field. PHR or SPHR is preferred.
10+ years of previous experience in labor relations is required.
Experience in employee relations, performance management, workers’ compensation, FMLA, employment law, planning, and project management is required.
5+ years of experience in a leadership position, managing in a matrix environment at multiple locations is a plus.
Heavy experience working in a manufacturing environment is preferred.
Project Management experience is required
Proven experience with workforce planning is required

Competencies, Skills, Knowledge

Collaborative/team-based management style.
Strong verbal/written communication and interpersonal skills required.
Strong working knowledge of federal and state employment guidelines is required.
Strong computer skills, including Windows-based programs such as Excel, PowerPoint, Word, and Outlook, are required.
Strong HR presence, capable of engendering trust and confidence of all elements of the workforce.
Capable of serving as an effective advocate of employee interests.
Demonstrated track record of achieving or maintaining a positive workplace culture.

ENVIRONMENT & PHYSICAL DEMANDS:

Most work is performed in an office environment. Travel to manufacturing sites will require time on the manufacturing floor.
While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; climb stairs; talk or hear. The employee must occasionally lift or move office products and supplies, up to 20 pounds.

TRAVEL

This position is expected to be on-site with travel 50% to manufacturing sites.

#LI-JA

EEO

Motrex is an equal opportunity employer where an applicant's qualifications are considered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or any other basis prohibited by law.

About Our Company

Motrex (motrexllc.com) provides services to industrial manufacturing and recycling businesses. We specialize in Finance and Accounting, Purchasing, EHS Compliance, Quality and Human Resource Management, as well as Information Technology. Our multi-functional approach enables us to exploit synergy potential and thus improve the competitiveness of our clients’ businesses.

Lead and develop on-site plant HR teams as they drive HR initiatives at their manufacturing plants.
Guide and collaborate with operations leadership to build strong relationships with labor-management committees. Serve as the HR leader for contract negotiations, strategy development, and guidance on labor contract disputes.
Monitor and coordinate employee relations issues, corrective actions, performance improvement plans, and EEO matters with company leaders to ensure timely and effective resolution.
Responsible for compliance with the collective bargaining agreements across all union locations.
Guide the HR teams regarding disciplinary actions, employee and applicant appeals, and grievances.
Develop and administer HR policies, procedures, and processes. Train and communicate with plant HR managers and employees.
Partner with plant operations to review organizational structure and compensation programs, including position compensation analysis in partnership with the Director, HRIS, Benefits & Compensation.
Serve as the liaison between corporate HR functions and plant operations, ensuring consistent communication and alignment on updates and process changes.
Propose and develop programs to increase employee engagement and satisfaction, supporting employee retention.
Collaborate with the HR team to develop and recommend hiring and retention strategies that improve employee engagement.
Conduct confidential investigations into employee relations concerns and complaints, seeking guidance from HR leadership or legal counsel as needed.
Use systems and tools to provide administrative support, act as a liaison between employees and HR, and ensure accurate completion and collection of required documentation for compliance.
Evaluate department initiatives against established goals and recommend innovative approaches to improve efficiency and service.
Ensure compliance with all employment laws. Apply industry best practices and current trends in decision-making. Build strong relationships with diverse stakeholders and manage competing priorities across departments.
Demonstrate a can-do attitude, positive outlook, initiative, and resourcefulness.
Partner with plant leadership on workforce planning and actions necessary to ensure proper staffing levels.

Education, Experience, Certifications

Bachelor's degree in Human Resource Management or related field. PHR or SPHR is preferred.
10+ years of previous experience in labor relations is required.
Experience in employee relations, performance management, workers’ compensation, FMLA, employment law, planning, and project management is required.
5+ years of experience in a leadership position, managing in a matrix environment at multiple locations is a plus.
Heavy experience working in a manufacturing environment is preferred.
Project Management experience is required
Proven experience with workforce planning is required

Competencies, Skills, Knowledge

Collaborative/team-based management style.
Strong verbal/written communication and interpersonal skills required.
Strong working knowledge of federal and state employment guidelines is required.
Strong computer skills, including Windows-based programs such as Excel, PowerPoint, Word, and Outlook, are required.
Strong HR presence, capable of engendering trust and confidence of all elements of the workforce.
Capable of serving as an effective advocate of employee interests.
Demonstrated track record of achieving or maintaining a positive workplace culture.

ENVIRONMENT & PHYSICAL DEMANDS:

Most work is performed in an office environment. Travel to manufacturing sites will require time on the manufacturing floor.
While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; climb stairs; talk or hear. The employee must occasionally lift or move office products and supplies, up to 20 pounds.

TRAVEL

This position is expected to be on-site with travel 50% to manufacturing sites.

#LI-JA

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