Human Resources Manager

BBB | Better Business Bureau•Irving, TX

3d•Hybrid

About The Position

As the HR Manager, you will serve as the senior HR leader supporting more than 500 employees across multiple manufacturing locations. Partnering closely with operational leaders, you will lead workforce planning, talent acquisition, employee relations, compliance, and performance management while translating HR strategy into practical solutions that drive business results. This is a highly visible, hands-on role that requires both strategic thinking and strong execution. Success will be measured by your ability to keep sites fully staffed, compliant, stable, and supported by effective leadership. Expect to spend up to 50% of your time traveling to sites, building relationships, solving problems, and staying connected to the workforce. The ideal candidate is an experienced HR leader who thrives in a fast-paced manufacturing and distribution environment and is comfortable owning both HR strategy and day-to-day execution across multiple locations.

Requirements

Bachelor’s degree in human resources, Business, or a related field, or equivalent combination of education and experience.
6+ years of progressive HR experience, including experience supporting multiple sites or locations within a manufacturing or distribution environment.
Experience supporting an hourly production, manufacturing, or distribution/warehouse workforce of 500+ employees, including multi-shift operations.
Strong working knowledge of employment law (FMLA, ADA, FLSA, OSHA, EEO) and demonstrated experience managing employee relations issues and investigations to defensible outcomes.
Demonstrated ability to influence, align, and hold accountable site leaders who don’t report directly to you.
Comfort working with HR data — the ability to build a report, interpret what it’s saying, and turn it into a recommendation leadership will act on.
Strong communication, coaching, and relationship-building skills, with credibility from the plant floor to the leadership table.
Willingness and ability to travel 50% of the time, including to our manufacturing.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Master’s degree in Human Resources, Business Administration, or a related field.
Experience in a multi-site, multi-state manufacturing or distribution organization.
Experience providing guidance or mentorship to direct reports.
Experience supporting organizational change such as site startups, expansions, consolidations, or shift changes.
Working proficiency with a major HRIS (Workday, UKG, ADP, or similar) and strong Excel skills.

Responsibilities

Serve as the primary HR business partner to Plant Managers and site leadership across all supported Collision locations, providing consistent guidance tailored to each site’s needs. Standardize HR processes, policies, and communication across sites while remaining responsive to local, site-specific realities.
Partner with Talent Acquisition on hiring plans, hiring events, and workforce needs across sites, including high-volume hourly production and warehouse staffing. Build the headcount forecast for your 500+ employee population and translate site operating plans into staffing requirements. Support onboarding, training coordination, and workforce planning to keep sites fully staffed and ready to operate.
Travel regularly (50%) to assigned sites to build relationships, address issues in person, and verify that HR practice on the floor matches HR policy on paper.
Coach Plant Managers and front-line supervisors on performance management, corrective action, and effective people leadership, building supervisory capability as a deliberate program rather than an ad hoc response.
Support performance review cycles, goal setting, and development conversations across your sites, contributing to succession planning and talent reviews, including identification of high-potential talent.
Identify turnover trends and flight-risk patterns across sites, quantify the cost of turnover where possible, and partner with leadership on retention strategies against measurable targets.
Serve as the escalation point for employee relations issues across sites, conducting or overseeing investigations and providing guidance consistent with company policy and applicable law.
Ensure consistent compliance with federal, state, and local employment law across all supported sites (FMLA, ADA, FLSA, OSHA, EEO, WARN, and applicable state variations), and support site responses to agency charges and audits in partnership with Legal.
Maintain accurate HR records and reporting across sites. Own key people metrics — headcount, turnover, absenteeism, open requisitions, and time-to-fill — and use them to drive decisions with site leadership.
Partner with Safety, Payroll, Benefits, and HRIS teams to resolve site-level issues quickly and accurately and to keep employee data and organizational structure accurate.
Provide guidance, standards of practice, and coaching to HR staff or generalists based at supported sites, helping build consistent HR capability across the function.
Partner with Total Rewards on annual merit and incentive cycles, job leveling, and pay decisions, and advise site leaders on internal equity.