HR Director

RED LINE PLASTICS LLC•Manitowoc, WI

51d•Onsite

About The Position

The Director of Human Resources is the strategic and hands-on people leader responsible for building a scalable, high-performance people system for a growing manufacturing company. This role owns talent, culture, employee relations, and HR operations for the main facility, and supports additional locations, as the company continues to grow. The Director of Human Resources is responsible for building and translating business strategy into practical HR programs that attract, develop, and retain great people.

Requirements

Outstanding verbal and written communication skills, with the ability to communicate at all levels of the organization.
Excellent interpersonal and customer service skills.
Proven multi-tasker that can function in a fast-paced manufacturing environment that is rapidly growing.
Demonstrates a positive, proactive attitude paired with a strong work ethic.
Must have a strong focus on accuracy and attention to detail.
Maintains high standards of integrity; must be able to keep information confidential, as necessary.
Self-starter who can work with minimal supervision and make appropriate independent decisions when necessary.
Proficient in Microsoft Office products (Outlook, Word, Excel, etc.).
Bachelor’s Degree in Human Resources or Business is required.
7 to 10 years of progressive Human Resources experience, including a minimum of 3 years leading HR or an HR team required.
Ability and willingness to travel, approximately 20% of the time

Nice To Haves

Master’s Degree is preferred.
SHRM-SCP or SPHR is preferred, but not required
Experience in growth and acquisition environments preferred.
Manufacturing / industrial / multi-shift experience
Strong employee relations and investigations background
Experience supporting multiple locations

Responsibilities

HR Strategy & Org Design
Build and execute a people strategy that supports growth (new capabilities, acquisitions, and additional facilities).
Assess current and future org needs; recommends structure, staffing, and succession planning.
Standardize HR processes so they can be rolled out and sustained at multiple locations.
Multi-Site Support (up to 20% Travel)
Travel to other facilities to support HR functions, coaching, investigations, and staffing.
Ensure policies, “How We Redline” cultural behaviors, and performance standards are applied consistently across locations.
Develop local leaders/HR contacts so day-to-day issues are handled at the site level.
Talent Acquisition & Workforce Planning
Own the overall talent acquisition strategy for hourly, skilled, and professional roles.
Partner with Operations to forecast headcount by shift and by site as needs continually change in accordance with business cycle.
Build and maintain local labor pipelines in multiple markets (schools, chambers, workforce partners).
Culture, Engagement & “How We Redline”
Champion and promote our 14 core cultural behaviors across all facilities.
Design engagement, communication, recognition, and sustainment programs that are simple and repeatable.
Identify culture drag, negativity, or retention risks and address them with site leadership.
Leadership Development & Performance
Implement a consistent performance management process and coach leaders on how to use it.
Develop HR Manager(s) and HR Generalist — set priorities, review cases, and provide ongoing coaching.
Build development paths for high-potential employees and future supervisors.
Employee Relations, Compliance & Risk
Oversee investigations, employee complaints, and corrective action to ensure fairness and legal compliance.
Keep the handbook, attendance, and HR policies current — and make sure each facility is actually following them.
Advise the President/Owner on sensitive people issues and exit risks.
Compensation, Benefits & Reporting
Benchmark and administer compensation and benefits to stay competitive in manufacturing.
Maintain accurate HRIS and employee records across locations.
Prepare and present HR metrics for leadership/board (headcount, turnover, time-to-fill, safety/claims, engagement activity).
Performs other duties as assigned.