Human Resources Business Partner

Voltava•Roanoke, IN

About The Position

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.

Requirements

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
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

Responsibilities

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
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
Ensure execution and quality of all core people processes, including: Talent Reviews, 9-box assessments, and succession planning
Manage performance management and development planning
Oversee 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
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
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
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
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
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
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