Manager, Regional Human Resources

The J.M. Smucker Co.•Orrville, OH

6d•Hybrid

About The Position

The Manager, Regional Human Resources is the senior HR leader for a designated manufacturing region, leading 7–12 Plant HR Managers and Associate HR Managers across multiple sites within an assigned Strategic Business Area. This role owns the people, organization, and culture agenda that enables safety, quality, reliability, cost, service, and productivity performance. Based in Orrville, the role partners with Operations leadership, Plant Managers, HR Centers of Excellence, and the Corporate Organization Business Partner to translate business strategy into practical workforce, talent, and organization plans. The ideal leader balances strategy and execution, enterprise mindset and plant realities, HR expertise and operational acumen, with strong judgment on complex and sensitive matters.

Requirements

Bachelor's degree in Human Resources, Business, Management, Organizational Development, or a related field.
10+ years of progressive HR and leadership experience, including senior, business-facing roles.
5+ years leading HR professionals across multiple locations.
Significant manufacturing, operations, or supply chain experience, including direct site support.
Experience in union and non-union environments, including contract administration and grievance resolution.
Track record of strengthening talent, succession depth, leadership capability, and organizational effectiveness.
Experience leading organization design, restructuring, workforce optimization, and large-scale change.
Experience partnering with Labor Relations, Legal, Compliance, and COEs in a matrixed environment.
Experience using HR technology, workforce data, analytics, and AI-enabled tools to drive decisions and outcomes.

Nice To Haves

Master’s degree in Human Resources, or a related discipline (MBA, MS, MA)
SPHR or SHRM-SCP certification and/or active affiliation with relevant HR networks and organizations.
Experience in consumer-packaged goods or comparable high-volume, multi-site manufacturing experience.

Responsibilities

Serve as the primary HR partner to plant leadership; translate Operations and productivity priorities into clear people and organization plans.
Understand regional cost structures, operating metrics, capital plans, network priorities, and workforce implications of automation, AI, and digital manufacturing.
Partner 1:1 with the aligned Corporate Organization Business Partner for seamless HR support from corporate through the plant floor.
Lead, coach, and develop 7–12 Plant HR Managers and Associate HR Managers across multiple sites.
Build HR capability and succession depth; assess talent objectively, address gaps with candor and care, and create clear operating rhythms.
Coach HR and plant leaders through complex conversations and serve as an escalation point for sensitive employee matters, pay actions, and regional risk.
Apply operational excellence and high-performance work system principles across regional plants.
Connect people practices to safety, quality, reliability, cost, service, productivity, staffing, and talent outcomes.
Operate credibly in union and non-union environments; partner with Labor Relations on contracts, grievances, union engagement, effects bargaining, and workforce continuity.
Simplify HR processes and use technology, analytics, and AI to improve decision quality and capacity.
Lead organization design, workforce planning, and change work tied to automation, network evolution, startups, expansions, closures, and long-term supply chain objectives.
Equip plant leaders to communicate change, align teams, and drive adoption.
Lead sub-teams and workstreams on complex enterprise projects from strategy through execution.
Own regional talent reviews, succession planning, high-potential development, career pathing, and rotations.
Improve internal promotion rates, succession depth, and caliber of talent hired and developed across plant roles.
Coach plant leaders on performance management, development planning, team effectiveness, and leader assimilation.
Ensure consistent investigations, policy interpretation, compliance, and administration of core HR practices across the region.
Guide hourly staffing strategy and execution from sourcing through onboarding.
Lead engagement and turnover strategies using survey, exit, stay, and labor market insights.
Partner with Total Rewards, Talent Acquisition, Talent Development, Employee Relations, Labor Relations, and HR Shared Services to deliver integrated solutions.
Represent plant needs to COEs and contribute standards, tools, best practices, and talent insights through the Operations Community of Practice.
Use workforce analytics to monitor organizational health and recommend action.