Human Resource Manager

Legrand Slovenija•Lebanon, TN

25d•Onsite

About The Position

Legrand is hiring a Human Resources Manager for its Power & Thermal Management division in Nashville, Tennessee. The manager will serve as the senior on-site HR leader for Starline’s new manufacturing plant, building and leading its HR strategy, infrastructure, and day-to-day employee experience in alignment with business objectives. The role partners with plant and functional leadership to develop the workforce, establish a high-performance culture, support operational readiness and growth, and ensure consistent execution across talent acquisition, employee and labor relations, workforce planning, training, performance management, organizational development, compensation, benefits, and legal compliance. The position leads the HR workstream for plant startup and ramp-up, advises the Plant Manager and site leadership, and supports employees and leaders across manufacturing shifts. It requires substantial manufacturing experience, sound judgment, strategic and communication capabilities, and effectiveness supporting an hourly workforce in a fast-paced, dynamic industry. The role maintains a regular on-site presence and adapts work hours as needed to support employees, leaders, startup milestones, and urgent business needs. Legrand describes itself as a global specialist in electrical and digital building infrastructures. Its Power & Thermal Management division provides power, cooling, connectivity, management, and supporting infrastructure solutions for data centers.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field; equivalent relevant experience may be considered.
Minimum of 7 years of progressive human resources experience, including experience at an HR manager or senior HR business partner level.
Manufacturing experience, including knowledge of plant operations, production environments, and workforce practices supporting safety, quality, delivery, cost, and productivity.
Demonstrated experience supporting and influencing a sizeable hourly manufacturing workforce across multiple shifts in a fast-paced, dynamic industry.
Experience leading workforce planning, high-volume hourly recruiting, employee relations, performance management, organizational change, and leadership development.
Strong business acumen and strategic thinking, connecting workforce decisions to manufacturing performance and business outcomes.
Strong written, verbal, presentation, and facilitation skills, including the ability to communicate complex or sensitive information appropriately to employees, leaders, and executives.
Ability to influence at all levels, build trust, provide constructive input, and balance employee advocacy with business requirements.
Deep understanding of hourly manufacturing workforce practices, shift operations, staffing pressures, attendance management, employee engagement, and production priorities.
Sound judgment and discretion in high-pressure situations, with the ability to manage ambiguity, competing priorities, sensitive matters, and organizational change.
Strong analytical and problem-solving skills, including interpreting workforce data, identifying root causes, assessing risk, and making practical recommendations.
Thorough knowledge of employment laws and HR practices applicable to manufacturing, including wage and hour, employee relations, leave, accommodation, and equal employment requirements.
Ability to create structure, establish scalable processes, and drive execution in a new, changing, or rapidly growing operation.
Proficiency with HRIS, applicant tracking, reporting and analytics tools, and Microsoft Outlook, Word, Excel, and PowerPoint.
Ability and willingness to maintain a regular on-site presence and adapt work hours as needed to support manufacturing shifts, startup milestones, and urgent business needs.

Nice To Haves

Master’s degree.
SHRM-SCP, SHRM-CP, SPHR, or PHR certification.
Experience establishing HR processes for a new facility, major expansion, or high-growth operation.

Responsibilities

Advise the Plant Manager and site leadership team, translating business priorities into people strategies, workforce plans, and organizational actions.
Lead HR activities for plant startup and ramp-up, including organizational design, staffing models, hiring plans, onboarding, policies, systems, communications, leader readiness, and culture integration.
Develop and execute short- and long-term HR plans that support safe operations, production, quality, customer commitments, cost discipline, employee engagement, and growth.
Build relationships with employees and leaders across shifts through a visible manufacturing-floor presence, listening, follow-up, and communication.
Own workforce planning and partner with Talent Acquisition and operations leaders to recruit, select, onboard, and retain hourly and salaried employees.
Establish and oversee onboarding, skills training, qualification, cross-training, career development, succession planning, and leadership development.
Coach managers and supervisors on leadership, performance expectations, engagement, accountability, policy application, conflict resolution, and difficult conversations.
Lead employee relations matters, investigations, corrective action, complaint resolution, equal employment opportunity and harassment concerns, documentation, and follow-through.
Develop and execute plant communications that inform employees, reinforce priorities and culture, support change, and equip leaders to communicate consistently across shifts.
Partner with Environmental Health and Safety and operations leaders to reinforce safety culture and support safe work behaviors, attendance, training, and accountability.
Ensure compliance with federal, Tennessee, and local employment requirements and company policies, including wage and hour, leave and accommodation, recordkeeping, posting, and training obligations.
Administer and advise on compensation, benefits, attendance, leave, accommodation, performance management, and other HR programs with HR Centers of Excellence.
Use HR metrics and operational data to identify workforce risks, recommend solutions, and measure results.
Manage site HR priorities, resources, vendors, and projects; provide direction to HR team members as the function grows.
Represent the plant in enterprise HR initiatives and complete other duties and special projects as assigned by management.