Manager, Human Resources

ERMCO•Dyersburg, TN

About The Position

Electric Research and Manufacturing Cooperative, Inc. (ERMCO) is the leading manufacturer of distribution transformers and engineered electrical solutions, serving electric utilities, Original Equipment Manufacturers (OEMs), and industrial customers across North America. Headquartered in Dyersburg, Tenn., ERMCO delivers reliable, high-quality products that power homes, businesses, and communities across North America. With a commitment to safety, operational excellence, and continuous improvement, ERMCO is at the forefront of supporting grid modernization and energy transition. Our vertically integrated operations, customer-focused culture, and investment in people and technology make ERMCO the Most Valued Partner for delivering resilient, sustainable power infrastructure for the future. Job Summary:The Human Resources Manager is a key strategic leader responsible for driving HR initiatives that enhance workforce effectiveness, operational efficiency, and organizational culture in a high-performance manufacturing environment. As a trusted advisor to operations leadership, this role will focus on talent strategy, performance management, employee relations, workforce planning, and compliance to ensure manufacturing teams are fully supported and aligned with business objectives. This position requires a proactive, hands-on HR leader who can influence at all levels, manage complex employee relations issues, drive cultural transformation, and champion workforce engagement. The ideal candidate is a proven problem-solver with a deep understanding of manufacturing operations, labor laws, and HR best practices, capable of balancing strategic initiatives with hands-on execution.

Requirements

Bachelor’s degree in human resources, Business Administration, or a related field 10-15 years of progressive HR leadership experience in manufacturing or industrial environment.
Deep expertise in employee relations, talent management, performance coaching, and HR compliance within a high-demand, high-velocity work setting.
Proven ability to partner with senior leadership, influence decision-making, and drive cultural transformation in an operational setting.
Strong working knowledge of employment laws, workforce management tools, and HRIS systems.
Exceptional leadership, communication, and problem-solving skills, with the ability to navigate complex situations and drive practical solutions.

Nice To Haves

HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.

Responsibilities

Act as a trusted HR advisor and strategic thought partner to manufacturing leaders, providing guidance on workforce planning, talent strategy, and organizational design.
Collaborate on and implement enterprise-wide HR policies, programs, and initiatives that align with operational and business objectives, ensuring continuous improvement and workforce excellence.
Champion a high-performance culture by embedding accountability, leadership development, and employee engagement strategies across operations.
Partner with manufacturing leadership to identify workforce needs, recruit top talent, and build a strong pipeline of skilled production employees and operational leaders.
Collaborate with Talent Acquisition Function to drive innovative recruitment and retention strategies to minimize turnover, optimize workforce stability, and maintain strong staffing levels in a competitive labor market.
Partner with Learning & Development function to implement training and development programs that enhance technical skills, leadership capabilities, and regulatory compliance.
Support succession planning and leadership development within the manufacturing team to build a strong bench of future leaders.
Serve as the primary HR contact for hourly and temporary employee workforce, operations teams, ensuring consistent application of HR policies, employment laws, and best practices.
Lead employee relations strategies, manage complex investigations, and provide guidance on disciplinary actions, conflict resolution, and grievance handling.
Foster an inclusive and engaged workplace culture, driving initiatives that improve morale, teamwork, and employee satisfaction.
Ensure full compliance with federal, state, and local employment laws, as well as industry-specific safety and labor regulations.
Partner with Safety Management to proactively address workplace safety concerns, support Workers’ Compensation cases, and oversee Leave of Absence processes, including accommodations.
Utilize HR analytics and workforce data to track trends, measure HR effectiveness, and drive informed decision-making.
Continuously assess and improve HR processes to enhance efficiency, responsiveness, and overall employee experience.
Identify opportunities to integrate best-in-class HR practices that support a lean, high-performance manufacturing environment.