Senior Human Resources Manager, Manufacturing & Operations

Libbey•Toledo, OH

4d•Onsite

About The Position

At Libbey, we are MAKERS. No matter what you do at Libbey, you contribute to the making of the finest glass and tabletop products in the world. At Libbey, your valuable impact makes a difference and together we live our legacy while shaping our future to win as one! LIBBEY: For Makers, By Makers. Since 1818! The Senior Manufacturing & Operations Human Resources Manager serves as the senior-most HR Leader for the Toledo Manufacturing Plant and local Distribution Centers. This role is responsible for strategic HR direction, workforce planning, and organizational effectiveness across Libbey's U.S. manufacturing and supply chain functions. These functions include production, quality assurance, plant engineering, molding & machine repair, service/distribution, environmental health & safety and accounting. The Senior Manufacturing & Operations Human Resources Manager overseas full HR strategy for a complex, multi-union manufacturing operations workforce, ensuring alignment with enterprise goals. Qualified candidates must be able & willing to work onsite at Libbey's 24/7 manufacturing facility.

Requirements

Bachelor's degree required (preferred areas of Business Administration/Human Resources/Labor Relations)
8-12 years of experience as an HR manager or business partner for a site or function
3-4 years of experience managing other HR professionals
Ability to work onsite at a 24/7 manufacturing facility.
Core business hours are Monday – Friday, 7:00am – 5:00pm with occasional flexibility to be present for off-shifts and weekends (5% of the time on average)
Solid understanding and knowledge of human resources practices in recruitment, organizational development, policy administration, benefits, training and associate relations
Proven organizational leadership capabilities with expertise in implementing and managing change
Exceptional written and verbal communication skills
Strong project management skills, ability to multi-task, remain highly organized and thrive in a deadline-driven environment
Ability to influence senior leaders (managers, directors) on people-driven strategies and decisions
Ability to work collaboratively and effectively with others, at multiple levels
Thorough knowledge of state and federal employment regulations and record keeping requirements
High level of proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint); familiarity with other HR software strongly desired (Dayforce HCM, etc.)
A bias for customer / stakeholder service, communication and action
Creativity and resourcefulness
Strong attention to detail and follow-through
Ability to make decisions based on sound judgment and rationale
Demonstrated ability to work proactively with minimal supervision
Professional integrity and the ability to maintain confidential information and communication

Responsibilities

Leads long-term labor strategy for the Toledo Plant and local distribution centers.
Serves as primary HR escalation point for all union activity, drives consistency across multi-union and multi-site environment.
Defines and implement facilities-wide communications strategies.
Partner with plant leadership and labor partners to establish, plan for and participate in union collective bargaining contract negotiations.
Oversees complex grievance and arbitration strategy and execution, ensuring alignment with Libbey’s long-term labor strategy, existing policies and defined disciplinary processes.
Provides consultation and guidance for managers and associates on the Collective Bargaining Agreements, and Libbey’s policies and processes.
Continuously evaluates and seeks to improve processes for efficient and cost-effective hourly hiring, through partnership with internal and/or external partners and the plant leadership team.
Leads the talent strategy for all salaried and hourly roles; ensures alignment with business growth, and succession planning.
Oversees onboarding and creates long-term workforce pipeline strategies (apprenticeships, skilled trades development, labor partnerships).
Manages compliance and reporting
Manage the annual talent review and succession planning processes for each functional client group
Directs talent strategy, ensuring bench strength, succession planning and leadership capability building.
Assess training & development needs for client groups and identify comprehensive and cost effective development solutions
Develop and deliver training programs
Create/maintain current job descriptions for all roles
Ensure core people data is accurately maintained
Active involvement in managing the annual compensation programs that influence CBA increases, merit and incentive processes
Recommend, develop and implement new policies to support continuous improvement
Conduct associate exit interviews and communicate/apply learnings in partnership with facility leadership teams.
Prioritize, lead and support safety within all facilities (in partnership with EH&S leaders and facility leadership teams)
Supporting initiatives around Libbey’s purpose driven strategy
Coach associates on, and drive the behaviors expected, to support our strategy and competencies
Create and manage HR communications that are appropriate for a diverse manufacturing workforce
Partner with leadership to proactively prevent and actively manage associate relations issues, including fair and consistent application of policies and disciplinary action
Provide consultation and guidance for managers and associates on Libbey’s policies and processes
Lead, influence and empower the organization to fulfill our purpose (living our legacy, shaping our future, and winning as one).
Cultivate a diverse and inclusive culture where associates can thrive, make us better and fuel ideas/innovations to ensure our long-term success.
Provide leadership, coaching and development to plant HR team to ensure a high level of performance
Manage/maintain electronic data and associate records for all managed facilities
Provide routine reporting on key HR metrics (hiring, absenteeism, voluntary turnover, grievance tracking, etc.)
Ensure ongoing compliance with all legal and procedural requirements; conduct routine compliance audits and implement corrective actions
Proactively identify and implement actions to reduce HR costs and improve efficiency
Respond to requests for information by various entities (e.g., EEOC, OCR)
Support HR department effectiveness by establishing standardized, documented, sustainable processes for routine transactions and leveraging manager/associate self-service opportunities
Work collaboratively across the company with HR colleagues to establish and maintain standardized HR processes to optimize HR effectiveness (Centers of Excellence include, but not limited to: Payroll, Benefits, HR Information Systems, Talent Acquisition).