HR Manager

Pregis•Sussex, WI

6d•Onsite

About The Position

The Human Resources Business Partner (HR Manager) is a strategic, hands-on partner to Operations and Plant leadership, aligning people strategies to business goals across multiple manufacturing sites. This role uses data, strong coaching capability, and sound judgment to drive workforce planning, organizational effectiveness, leader development, and a positive employee experience. The HRBP/Manager leads proactive employee relations, ensures regulatory compliance, and builds trusted relationships with employees and leaders while modeling integrity, discretion, and high standards of confidentiality. This role will be based in Sussex, WI with up to 25% travel.

Requirements

Bachelor’s degree and 7+ years of progressive HR experience in a manufacturing plant environment, including experience as an HR leader. Multi-site scope a plus.
Proficiency required in written and interpersonal communication skills.
Competency in Microsoft Office applications; Ceridian Dayforce experience preferred.
Experience in HRIS, HR data reporting and credentialing as well as familiarity with federal and state employment laws preferred.
Must have sound critical thinking and decision-making abilities.
Must be able to maintain confidentiality and handle access to sensitive information.
Professional HR certification preferred (e.g., SHRM-CP/SHRM-SCP, PHR/SPHR).
Travel up to 25%

Nice To Haves

Lean/Six Sigma experience a plus

Responsibilities

Serve as the primary HR partner to Plant and Operations leaders—translating business strategy into a people plan, and advising on organization health, capability, and risk.
Lead talent management (performance, development, and succession) for the site(s); build leadership bench strength and ensure follow-through on growth plans.
Drive organizational effectiveness: assess structure, spans/layers, skills, and operating rhythms; recommend org design and capability actions aligned to safety, quality, delivery, and cost goals.
Enable leaders through coaching and practical tools (feedback, recognition, communications, difficult conversations, and conflict resolution) to strengthen engagement and accountability.
Own workforce planning for the site(s): headcount planning, labor models, critical roles, and readiness plans for expansion, demand shifts, and retirements.
Partner with leaders and L&D to identify skills gaps and implement learning strategies that improve supervisor effectiveness and frontline capability.
Lead and support change management for site initiatives (culture, process, systems, and policy changes); coach leaders to communicate and sustain adoption.
Partner with Talent Acquisition and site leaders on staffing strategy (FTE and temporary), selection, and onboarding to meet production needs and cost targets.
Build HR capability at the site level through coaching, standard work, and continuous improvement; influence organization design and role clarity aligned to priorities.
Ensure compliance with federal, state, and local employment regulations; partner with Legal as needed and maintain audit-ready practices.
Use continuous improvement (Lean) to simplify, document, and improve HR processes (hiring, onboarding, attendance, corrective action, etc.), supporting ISO or similar standards where applicable.
Strengthen positive employee relations through consistent leader practices, fair processes, and proactive issue resolution; provide guidance on labor strategy and manager training as needed.
Lead complex employee relations matters (investigations, performance management, policy interpretation, conflict resolution) with a focus on consistency, documentation, and respect.
Partner with Compensation to support wage structures, market competitiveness, and equitable practices; advise leaders on pay decisions within guidelines.
Partner with Safety and Operations to support a strong safety culture; integrate safety expectations into leadership routines, onboarding, and accountability systems.
Leverage Corporate HR Centers of Excellence (Benefits, Total Rewards, Talent Acquisition, L&D, HRIS) and use HR data/metrics to improve decisions, track progress, and communicate outcomes.