Plant HR Manager

James Hardie Industries plc   •  

Tacoma, WA

Industry: Manufacturing


8 - 10 years

Posted 229 days ago

This job is no longer available.

Position Summary

The Plant Human Resources Manager partners with employees at all levels in the manufacturing plant to provide expertise and counseling for all people issues affecting plant operations.  The incumbent works to carry out all policies and procedures relating to personnel activity while ensuring compliance with federal, state, and local laws and guidelines including Equal Employment Opportunity (EEO) and the American Disability Act (ADA). The incumbent also drives change and improvement in bottom-line results and implements corporate organizational initiatives and programs with a high degree of efficiency and accuracy.  As a member of the Human Resources Team the Plant Human Resources Manager reports to the Regional Manager of Human Resources.

Position Responsibilities

Establishes rapport and acts as a business partner with plant management on all issues affecting plant operations by:  (50%)

  • Partnering with plant managers to design recruitment strategy, maintain staffing documents, interview candidates and develop staff;
  • Collaborating with plant and staff mangers to provide performance appraisal input and ensuring performance reviews are completed and delivered on time;
  • Attending management meetings to understand or revise plant operations, determining ways to develop staff, reviewing any employee relations issues, and sharing organizational knowledge;
  • Reviewing Employee Engagement Survey results with managers to identify process improvements upon plant procedures;
  • Coordinating management training in interviewing, selection, terminations, promotions, performance management, sexual harassment, or other areas as needed; and
  • Scheduling meetings, providing Employee Engagement Survey results, and working to identify process improvements upon plant procedures to maintain positive employee relations.

Manages and carries out the plant’s employee relations programs, policies and procedures, and oversees all personnel activity within the plant by:  (40%)

  • Maintaining excellent communication and a positive relationship with employees to promote employee satisfaction;
  • Scheduling meetings with employees to conduct the Employee Engagement Survey and providing feedback to maintain a 95% survey participation level;
  • Providing an internal communications strategy with workforce and implementing an effective communications strategy between the plant manager and the plant on a long-term basis;
  • Communicating Company goals to employees and ensuring they are recognized and creating value for employees;
  • Overseeing plant-based training for new employees and ensuring training is completed on time and results in certification;
  • Overseeing communication regarding benefits, compensation, employee referral program, EAP programs, etc.;
  • Auditing HRIS data to meet the needs or the organizations goal of 95% accuracy in regards to HRIS;
  • Updating and supervising new employee orientation to foster a positive attitude toward company goals;
  • Overseeing personnel transactions such as hires, promotions, transfers, and terminations;
  • Conducting and reviewing exit interviews to determine reasons behind voluntary separations; and
  • Completing local wage surveys providing data and determining wage issues within the plant.

Ensures compliance with EEO and ADA guidelines while establishing a positive employee relations environment by:  (10%)

  • Continually staying informed on employment law concepts, practices, and procedures; and
  • Ensuring employees’ needs are being met, designing policies and procedures to keep employees gainfully employed while continuing to execute business strategy.

Quantitative Dimensions

Decision Making:

The Human Resources Manager II designs the staffing model, training, and employee programs to fit the need of that particular plant while coinciding with organizational policies.  The incumbent works as a liaison between plant managers and employees to resolve conflicts and issues and determines the correct course of action.  The Human Resources Manager II has the freedom to make decisions at the plant level which include: hiring, terminations, strategy, and changes to processes.  This requires a very high-level of decision making and the incumbent is expected to make these decisions autonomously. 

Supervisory/Lead Responsibilities:

The Human Resources Manager II coordinates, manages, and oversees all issues that deal with personnel activity.  The incumbent has sole responsibility in delegating these tasks which include, training, interviewing, completing, distributing, and filing documentation, and HRIS, etc.  The HR Manager II has at least 4 direct reports and provides performance reviews for the HR staff as well as supervises performance reviews and counseling sessions for plant managers and their subordinates.  The incumbent also has a high level of communication with managers within the plant as well as key leaders within the organization.

Scope of Position:

The Human Resources Manager II partners with plant mangers to oversee a plant of about 150 employees.  The incumbent works with multiple product lines, business units, and multiple plant managers and key leaders.  A high level of communication as well as the ability to deal with conflict effectively and offer the appropriate solutions is needed to be successful within this position.

Position Requirements

Knowledge, Skills, and Abilities:



  • Proven leadership, management, and communication skills.
  • Ability to communicate effectively and influence across all levels and functions.
  • Ability to work within existing policy structure to meet the needs of management and employees.
  • Proactive involvement and understanding of all level of employees and the related nuances of their working environments.
  • Expertise in providing insightful HR consultation to location leaders and employees.
  • Thorough understanding of complex business requirements.
  • Ability to objectively coach, influence, and mentor employees and management through complex or difficult issues.
  • Knack in making quick and accurate decisions to solve a problem or reach a goal.
  • Excellent organizational skills, including the ability to work effectively under pressure and deal with multiple priorities.
  • Demonstrated advanced skills with the standard features of various personal computer word processing and spreadsheet software (Microsoft Word and Excel, PowerPoint, Outlook, Internet, and other proprietary programs).





  • Bachelor’s Degree in Human Resources, Business Management or a related field.
  • 7+ years of Human Resources experience in a generalist capacity with a minimum of 3 years’ experience managing Employee Relations, compensation, benefits administration, training, and recruitment.
  • Experience working in a manufacturing environment required.


  • Building Partnerships: Identifying opportunities and taking action to build strategic relationships between one’s area and other areas, teams, departments, units, or organizations to help achieve business goals.
  • Managing Conflict: Dealing effectively with others in an antagonistic situation; using appropriate interpersonal styles and methods to reduce tension or conflict between two or more people.
  • Coaching: Providing timely guidance and feedback to help others strengthen specific knowledge/skill areas needed to accomplish a task or solve a problem.
  • Stress Tolerance: Maintaining stable performance under pressure or opposition (such as time pressure, or job ambiguity); handling stress in a manner that is acceptable to others and to the organization.
  • Planning and Organizing: Establishing courses of action for self and others to ensure that work is completed efficiently.
  • Decision Making: Identifying and understanding issues; problems, and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints, and probable consequences.
  • Continuous Learning: Actively identifying new areas for learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application.
  • Initiating Action: Taking prompt action to accomplish objectives; taking action to achieve goals beyond what is required; being proactive.
  • Communication: Clearly conveying information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message.
  • Technical/Professional Knowledge and Skills: Having achieved a satisfactory level of technical and professional skill or knowledge in position-related areas; keeping up with current developments and trends in areas of expertise.