Regional HR Manager, Advanced Assembly

Salaried/Skilled Trades NSG Group•Northwood, OH

1d•Hybrid

About The Position

Primary Duties: Strategic Leadership & Business Partnership Serve as the primary HR business partner to regional operations leadership teams. Translate corporate HR strategy into regionally relevant plans that support business goals and workforce needs. Provide data-driven HR insights and recommendations to regional leadership on topics such as headcount planning, turnover, engagement, and labor cost. Participate in regional business reviews across Automotive and North America as needed, and contribute an HR perspective to operational decision-making. Team Leadership & Development Directly supervise, coach, and develop site-level HR Managers across U.S. and Canadian locations. Establish clear performance expectations, conduct regular one-on-ones, and deliver formal performance reviews for all direct reports. Build bench strength within the HR team through targeted development plans, cross-site collaboration, and succession planning. Foster a high-performing HR team culture grounded in accountability, continuous improvement, and employee advocacy. Partner with the Regional HRBP – Automotive to identify leadership development trends and needs, and create / implement solutions to support the growth and development of the organization. Employee Relations & Compliance Oversee the consistent and legally compliant handling of complex employee relations matters, including investigations, disciplinary actions, and terminations across all sites. Ensure compliance with all applicable federal, state, provincial, and local employment laws, including FMLA, ADA, NLRA, OSHA, ESA (Ontario/BC/etc.), and Human Rights legislation across U.S. and Canadian jurisdictions. Serve as escalation point for sensitive or high-risk ER situations requiring senior HR judgment. Support Automotive Business Unit in identifying trends or risks, and partner with team members to create solutions to improve. Talent Acquisition & Workforce Planning Partner with site HR Managers and regional operations leaders to forecast staffing needs and develop recruitment strategies for hourly and salaried positions. Support high-volume and specialized hiring initiatives, ensuring sourcing strategies reflect the regional labor market landscape. Drive consistency in hiring practices across the Automotive business unit and within the North America region by continuously supporting and looking for improvements in onboarding standards and new-hire experience. Training & Organizational Development Identify regional training needs and partner with Learning & Development to deploy programs related to leadership development, safety compliance, and workforce skills. Lead or facilitate manager training on topics such as performance management, harassment prevention, and HR policy application across the Automotive business unit. Support change management efforts during organizational restructuring, facility expansions, or process improvements. HR Metrics & Reporting Track and analyze key HR metrics (turnover, absenteeism, time-to-fill, engagement scores) across all sites (including across the Automotive business unit) and present findings to regional and corporate leadership. Ensure accuracy and timeliness of HR data within the HRIS for all regional locations. Identify trends and proactively recommend interventions to address workforce challenges before they become operational issues. Scope/Dimensions Manages a team of six salaried employees, and will be responsible for providing HR support to approximately 600-800 employees (hourly and salaried) The Regional HR Manager AA will interact with the North America Leadership team for Automotive, other Business Units as needed, and corporate staff leaders, including Legal, Finance, EH&S, HR and Ethics & Compliance Top 4 Competencies Needed for Success in the Role: Empowers and Develops: Promotes a learning culture through coaching, stretch opportunities, sharing expertise and providing honest and helpful feedback Engages and Inspires Others: Is a Role Model for the NSG Group’s Vision, Values and Code of Ethics, using them as guideposts for conducting own day-to-day activities Decision Making: Takes appropriate actions to minimize risks and maximize the opportunities in decision-making process. Promotes the review and learning from business decisions Safety & Quality Focus: Identifies breakdowns in internal processes and systems that directly impact customer service and quality to ensure that issues are properly identified and resolved

Requirements

Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related field.
Minimum of 7 years of progressive human resources experience, with at least 3 years in a union environment.
Prior experience in a manufacturing, automotive, industrial, or supply chain environment.
Demonstrated experience directly managing HR staff or a team of HR professionals.
Proven track record of managing complex employee relations matters and conducting workplace investigations.
Experience supporting collective bargaining or working in a unionized manufacturing environment.
Strong working knowledge of U.S. federal and state employment law (FLSA, FMLA, ADA, Title VII, NLRA, OSHA).
Demonstrated ability to influence and partner with operations and senior leadership.
Excellent verbal and written communication skills; able to present HR data and recommendations clearly and concisely.
Proficiency with HRIS platforms (e.g., UKG) and Microsoft Office Suite.
Ability to travel approximately 30% of the time, including cross-border travel to Canadian facilities (valid passport required).
This role is hybrid, with regular onsite work required three (3) days minimum per week.

Nice To Haves

Master's degree in Human Resources, Business Administration, or Organizational Development.
SHRM-SCP (Society for Human Resource Management – Senior Certified Professional) or SPHR (Senior Professional in Human Resources) certification.
CPHR (Chartered Professional in Human Resources) designation or equivalent Canadian HR certification.
Prior experience in the automotive glass, glazing, or glass components manufacturing sector.
Familiarity with Lean Manufacturing, Six Sigma, or continuous improvement cultures and their HR implications.
Experience with mergers, acquisitions, or facility start-ups from an HR integration standpoint.
Familiarity with Canadian provincial employment standards and human rights legislation.
Experience designing or facilitating leadership development programs for front-line manufacturing supervisors.
Familiarity with cross-border compensation and benefits practices, including Canadian benefit plan administration.
Experience leveraging HR analytics tools or dashboards (Power BI, Visier, etc.) to tell data-driven workforce stories.

Responsibilities

Serve as the primary HR business partner to regional operations leadership teams.
Translate corporate HR strategy into regionally relevant plans that support business goals and workforce needs.
Provide data-driven HR insights and recommendations to regional leadership on topics such as headcount planning, turnover, engagement, and labor cost.
Participate in regional business reviews across Automotive and North America as needed, and contribute an HR perspective to operational decision-making.
Directly supervise, coach, and develop site-level HR Managers across U.S. and Canadian locations.
Establish clear performance expectations, conduct regular one-on-ones, and deliver formal performance reviews for all direct reports.
Build bench strength within the HR team through targeted development plans, cross-site collaboration, and succession planning.
Foster a high-performing HR team culture grounded in accountability, continuous improvement, and employee advocacy.
Partner with the Regional HRBP – Automotive to identify leadership development trends and needs, and create / implement solutions to support the growth and development of the organization.
Oversee the consistent and legally compliant handling of complex employee relations matters, including investigations, disciplinary actions, and terminations across all sites.
Ensure compliance with all applicable federal, state, provincial, and local employment laws, including FMLA, ADA, NLRA, OSHA, ESA (Ontario/BC/etc.), and Human Rights legislation across U.S. and Canadian jurisdictions.
Serve as escalation point for sensitive or high-risk ER situations requiring senior HR judgment.
Support Automotive Business Unit in identifying trends or risks, and partner with team members to create solutions to improve.
Partner with site HR Managers and regional operations leaders to forecast staffing needs and develop recruitment strategies for hourly and salaried positions.
Support high-volume and specialized hiring initiatives, ensuring sourcing strategies reflect the regional labor market landscape.
Drive consistency in hiring practices across the Automotive business unit and within the North America region by continuously supporting and looking for improvements in onboarding standards and new-hire experience.
Identify regional training needs and partner with Learning & Development to deploy programs related to leadership development, safety compliance, and workforce skills.
Lead or facilitate manager training on topics such as performance management, harassment prevention, and HR policy application across the Automotive business unit.
Support change management efforts during organizational restructuring, facility expansions, or process improvements.
Track and analyze key HR metrics (turnover, absenteeism, time-to-fill, engagement scores) across all sites (including across the Automotive business unit) and present findings to regional and corporate leadership.
Ensure accuracy and timeliness of HR data within the HRIS for all regional locations.
Identify trends and proactively recommend interventions to address workforce challenges before they become operational issues.