Human Resources Manager

Saab•West Lafayette, IN

23d•$150,500 - $195,600•Onsite

About The Position

Saab’s West Lafayette, Indiana site is seeking an HR Business Partner Manager to serve as the onsite HR leader in West Lafayette, partnering closely with business and site leadership to shape people-focused decisions that drive performance, culture, and workforce readiness. Based on site in West Lafayette, this role will also provide HR Business Partner support to Saab’s Ashburn, Virginia location. The role advances a strong employee experience, strengthens leadership capability, and helps shape an environment where employees can perform and grow. This position connects local workforce priorities to the broader Saab HR organization through close collaboration with Talent Acquisition, HR Operations, Labor Relations, Legal, and the HR Business Partner network.

Requirements

10+ years of progressive Human Resources experience, preferably in a manufacturing/production environment.
Demonstrated ability to develop and execute HR strategy with strong business acumen and sound judgment.
Strong analytical and problem‑solving skills, including the ability to leverage workforce data for insights and decision‑making.
Excellent communication and influencing capability with skill in organizational planning, design, change management and leader coaching.
Strong consulting, facilitation, and relationship‑building skills.
Self‑directed work style with the ability to operate autonomously, prioritize effectively, and manage multiple initiatives simultaneously.
Must be a U.S. citizen, Permanent Resident (green card holder), or protected individual as defined by 8 U.S.C. 1324b(a)(3).
Candidates will be required to pass a pre-employment drug screen.

Nice To Haves

Aerospace or Defense industry experience preferred but not required.
Experience supporting a unionized environment and partnering effectively with Labor Relations preferred.

Responsibilities

Translate business and production priorities into people strategies that influence decisions at tactical and strategic levels.
Use HR analytics and workforce insights to diagnose challenges early and propose data‑informed solutions.
Partner on org design and change as the site evolves to meet program needs.
Convert workforce plans into hiring strategies with Talent Acquisition, anticipating where the business is headed.
Partner with site leadership to identify top talent and succession candidates; guide action‑oriented development plans for leaders and technical experts.
Lead or support enterprise talent initiatives as part of the One HR team model.
Shape the employee journey from onboarding through growth, focusing on the moments that matter.
Cultivate an inclusive, high‑performance culture grounded in safety, inclusion, and continuous improvement.
Coach leaders to drive clarity, accountability, and consistent execution.
Build trust‑based relationships across levels and shifts.
Partner closely with the onsite Labor Relations team member, who serves as the primary point of contact for all employee and labor relations matters involving West Lafayette union-represented employees, including employee concerns, grievances, contract administration, and matters involving the collective bargaining agreement.
Provide employee relations support for non-union employees within the role’s scope, including coaching leaders, addressing employee concerns, and guiding appropriate resolution.
Collaborate with Labor Relations and Legal as appropriate to ensure consistent application of company policies and practices.
Coach leaders to address employee issues proactively, reinforce expectations, and support a positive, productive work environment.
Lead the performance management lifecycle (goals, reviews, compensation planning), coaching leaders on clear expectations and timely feedback.
Serve as an on‑site resource for HR policy questions, complementing HR Operations.
Monitor HR metrics and leverage analytics to surface trends and inform decisions.
Coordinate with Talent Acquisition and HR Operations to deliver consistent, high‑quality HR programs.
Work closely across the HRBP network to share practices and build consistency while adapting to site‑specific dynamics.