Human Resources Manager

Newell Brands•Maryville, MO

27d•Onsite

About The Position

The Site HR Manager / HR Consultant is the HR leader embedded at a manufacturing / distribution / supply-chain site. This role blends hands-on HR support with strategic workforce planning to strengthen site performance, elevate the employee experience, and foster a culture aligned with Newell Values. This role partners closely with site leadership and cross‑functional teams to drive staffing and skills development, strengthen employee relations, enhance community engagement, and ensure disciplined, compliant HR operations.Grounded in Newell Values—Integrity, Teamwork, Passion for Winning, Ownership, and Leadership—the HR Manager helps shape a positive, inclusive workplace culture where employees can thrive.

Requirements

Bachelor’s degree in HR, Business, or related field required; Master’s preferred.
8–10+ years of progressive HR experience, including manufacturing or distribution environments.
Proven success supporting 24/7 or multi-shift operations and hourly workforces.
Demonstrated ability to influence and coach leaders from frontline through senior levels.
Experience with community hiring partnerships, local employment law, and works-council/consultation processes.
Strong program execution and data-driven problem solving (attendance, retention, engagement metrics)..
Strong employee relations expertise with sound judgment and credibility.
Experience in a matrixed or service-delivery HR model preferred.
Ability to travel 15% of the time
Consultative mindset with the ability to balance strategy and hands-on execution.
High emotional intelligence, courage, and integrity.
Strong change leadership and communication skills.
Comfort operating in a fast-paced environment.
Commitment to being highly visible on the plant floor, especially during peak operations.

Nice To Haves

Master’s degree in HR, Business, or related field

Responsibilities

Serve as the senior HR advisor to the Site leadership team on workforce strategy, organizational effectiveness, and culture.
Translate enterprise HR strategy into site-level plans aligned to operational priorities.
Maintain strong on-site visibility by conducting regular site walks (GEMBA), participating in Voice of the Associate listening sessions, and following up quickly to build trust and credibility.
HR operations ownership: ensure timely transactions, HRIS data integrity, and first-line support for manager/employee casework; manage local HR admin resources and ensure consistent documentation standards.
Community & external engagement: represent the site for local community programs, workforce development partnerships, and hiring pipelines.
Be the on-site authority for front-line manager enablement: deliver manager toolkits, playbooks, and hands-on coaching so managers can perform day-to-day HR tasks (basic performance management, attendance, progressive discipline).
Coach leaders on performance management, accountability, and respectful workplace practices.
Proactively monitor employee sentiment and insights along with HR data to develop/deploy activities to promote a high engagement culture.
Partner with Employee Relations and Legal on complex cases to mitigate risk and ensure compliance.
Maintain strong documentation and audit readiness.
Own site workforce planning: translate business forecasts into staffing plans, peak planning, and flexible labor strategies; coordinate with central TA and operations to ensure timely hiring and onboarding.
Partner with Operations on temp agency management, large scale ramp ups, onboarding, engagement, and conversion.
Monitor key HR metrics (staffing, retention, attendance, engagement) and implement corrective actions that support operational performance.
Drive performance cycles, talent reviews, succession planning, and development planning.
Facilitate calibration and provide insight on bench strength and readiness.
Build leadership capability through coaching, feedback, and targeted development.
Serve as change champion—leading communication, training, and adoption efforts for new HR tools and processes.