HR Manager

Perrigo•New York, NY

46d•Hybrid

About The Position

The Human Resources Manager serves as a trusted partner to employees and leaders within the Perrigo Over-the-Counter Division, providing comprehensive HR support across employee relations, talent acquisition, performance management, onboarding, engagement, training, compliance, and HR operations. This role helps drive positive employee experience while ensuring alignment with Perrigo's values, business objectives, and employment practices. The HR Manager collaborates closely with managers and cross-functional stakeholders to support organizational effectiveness, workforce planning, and employee development initiatives in a manufacturing and corporate environment.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Labor Relations, or related field required.
Minimum of 5-8 years of progressive Human Resources experience, including significant employee relations experience.
Demonstrated experience supporting manufacturing, operations, distribution, or other highly regulated environments.
Experience supporting unionized workforces and labor relations activities, including grievance administration, contract interpretation, and collective bargaining support, strongly preferred.
Proven track record of partnering with leaders to drive business and workforce outcomes.
Experience leading organizational change, workforce planning, and talent management initiatives.
Deep knowledge of employment laws, labor relations, and HR best practices.
Strong business acumen and ability to align HR strategies with organizational objectives.
Proven ability to influence and coach leaders at all levels of the organization.
Exceptional employee relations, conflict resolution, and investigation skills.
Strong analytical and problem-solving capabilities with the ability to leverage workforce data to drive decisions.
Excellent communication, presentation, and relationship-building skills.
Ability to manage sensitive and confidential matters with the highest level of discretion.
Experience leading multiple priorities in a dynamic, fast-paced manufacturing environment.
Proficiency with HRIS systems, Microsoft Office applications, and workforce analytics tools.

Nice To Haves

PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
Bilingual Spanish/English language proficiency required or strongly preferred, with the ability to communicate effectively with a diverse workforce in both verbal and written formats.

Responsibilities

Serve as a trusted advisor to leaders and employees on complex employee relations, performance management, workplace investigations, policy interpretation, and conflict resolution.
Lead and conduct investigations involving employee relations matters, ensuring fair, consistent, and legally compliant outcomes.
Partner with business leaders to proactively address organizational effectiveness, employee engagement, retention, and workforce challenges.
Drive initiatives that foster an inclusive, high-performance culture focused on accountability, engagement, and continuous improvement.
Provide coaching and guidance to leaders on performance management, corrective action, workforce planning, and organizational development.
Serve as the primary HR liaison for labor relations matters, including contract interpretation, grievance administration, employee concerns, and partnership with union leadership where applicable.
Support collective bargaining preparation and labor strategy initiatives in collaboration with HR leadership and legal counsel.
Monitor workplace trends and employee feedback to identify and mitigate organizational risks.
Partner with leaders to develop workforce plans that align with business objectives, expansion initiatives, and talent needs.
Lead full-cycle recruitment activities for professional, technical, and operational positions.
Serve as a strategic advisor to hiring managers on talent acquisition strategies, succession planning, and internal mobility opportunities.
Drive onboarding and assimilation programs to accelerate employee productivity and engagement.
Analyze recruiting metrics and labor market trends to improve hiring effectiveness and workforce readiness.
Lead performance management processes, succession planning initiatives, and talent review discussions.
Coach leaders on employee development strategies, career progression, and performance improvement planning.
Assess organizational capability gaps and implement targeted learning and development solutions.
Partner with leadership to build talent pipelines and strengthen organizational effectiveness.
Support leadership development initiatives and change management efforts across the division.
Partner with site and functional leadership to align HR strategies with business objectives and operational priorities.
Ensure compliance with federal, state, and local employment laws, company policies, and regulatory requirements.
Analyze workforce and HR metrics to identify trends, risks, and opportunities, providing actionable recommendations to leadership.
Lead HR compliance audits, reporting initiatives, and policy development efforts.
Oversee leave administration, accommodations, and employee documentation processes while ensuring consistency and legal compliance.
Champion continuous improvement initiatives that enhance HR delivery and operational effectiveness.
Support effective implementation of all GMP requirements and understand how they impact supported processes, products, and employees.
Partner with leadership to support compensation strategy, salary planning, and market competitiveness analysis.
Provide guidance to leaders regarding compensation decisions, promotions, and organizational structures.
Drive employee engagement, recognition, wellness, and retention initiatives.
Analyze employee feedback, engagement survey results, and workforce trends to develop action plans that improve employee experience.