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 plants
- Establish clear expectations, accountability, and development plans for plant HR teams
- Provide hands-on support and escalation guidance on complex team member issues, investigations, and leadership challenges
- Ensure 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 objectives
- Build strong, trust-based relationships with plant leadership teams to influence decision-making and drive results
- Act as a thought partner on organizational design, workforce planning, and operational challenges
- Provide 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 planning
- Performance management and development planning
- Compensation planning and benchmarking
- Coach Plant Managers and HR Managers on talent assessment, leadership capability, and succession strategies
- Support the identification and development of high-potential talent across the region
- Lead and ensure consistency in onboarding and development initiatives
Labor Relations & Compliance- Maintain deep knowledge of union agreements for all assigned plants
- Partner with the Labor Relations team on contract negotiations, strategy, and administration
- Provide guidance on grievances, arbitration preparation, and union interactions
- Ensure compliance with all federal, state, and local employment laws and company policies
- Mitigate legal and employee relations risks through proactive coaching and intervention
Team Member Experience & Culture- Drive initiatives to improve engagement, retention, and overall team member experience
- Support leaders in building a positive, inclusive, and high-performing culture aligned with company values
- Ensure consistent use of recognition programs and engagement practices
- Partner 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 plants
- Drive accountability for issue escalation, problem-solving, and standard work within HR and operations
- Monitor key metrics and ensure action plans are in place to address performance gaps
- Promote 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 culture
- Ensure HR teams are aligned with safety initiatives and reinforce accountability at the plant level
- Support 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 effectively
- Provide input and feedback on policies, programs, and initiatives to ensure practical application at the plant level
- Drive adoption and execution of enterprise-wide HR initiatives
Analytics, Reporting & Escalation- Analyze workforce trends, metrics, and insights to identify risks and opportunities
- Monitor key indicators such as turnover, absenteeism, engagement, and quality of hire
- Ensure timely and appropriate escalation of plant-level risks, issues, and critical incidents to HQ HR leadership
- Provide 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 leadership
- Experience leading HR teams in a manufacturing and/or unionized environment strongly preferred
- Demonstrated experience in labor relations, including contract negotiations and grievance management
- Strong business acumen and ability to influence senior leaders
- Proven ability to lead through complexity, drive change, and deliver results
KEY COMPETENCIES & SUCCESS MEASURES:Key Competencies- Strategic thinking with strong operational execution
- Leadership and team development
- Influencing and relationship building
- Labor relations expertise
- Problem-solving and decision-making
- Data-driven mindset
- Ability to navigate ambiguity and drive alignment across functions
Success Measures- Strength of plant leadership and HR team capability
- Quality and consistency of talent reviews and succession plans
- Reduction in turnover and improvement in engagement
- Effective labor relations and minimized legal risk
- Adoption and effectiveness of DMS and people processes
- Timely escalation and resolution of plant issues
- Strong alignment between plant operations and HR strategy
Candidates residing in California or Colorado are not eligible for remote positions.
