Senior Manager Human Resources

OFS BrightWave, LLC•Norcross, GA

64d•Onsite

About The Position

The Senior Manager, HR and Labor Relations will serve as the lead Human Resource business partner in a unionized manufacturing facility. The incumbent will lead key HR strategic and operational initiatives that include employee and labor relations, recruitment, training, performance management, and employee development. The incumbent will report to the General Manager with a dotted line to the Senior Director, Human Resources. A represented Employee Resource Coordinator will support this position. Integral to the position is Labor Relations/HR consultation to the plant general manager and plant leadership team. This is an onsite position in the Norcross Plant facility.

Requirements

Bachelor's degree in human resources, Business Administration, Industrial Relations, or related field required; Master's degree or MBA preferred.
Minimum of 8-10 years of progressive HR experience, including at least 5 years in a manufacturing environment with direct labor relations experience.
Strong understanding of employment and labor law, collective bargaining, and grievance/arbitration procedures.
Proven record in leading HR teams and partnering with operations leadership.
Demonstrated ability to manage multiple priorities in a demanding environment.
Excellent interpersonal, communication, and negotiation skills.
Proficiency with HRIS systems (e.g., ADP, UKG, Workday, SAP) and Microsoft Office Suite.
Strong analytical, problem-solving, and financial modeling skills.
High attention to detail and data accuracy.
Excellent verbal and written communication skills.
Ability to balance strategic thinking with hands-on execution.
Ability to create comprehensive project plans and communication plans to execute key initiatives in compensation and benefits.
Strong project management and vendor relationship management skills.
Collaborative team player with the ability to influence across functions.
Demonstrate effective communications (verbal, written) skills.
Proficient with MS Office Suite
Maintain discretion when working with confidential and proprietary information.
Strict adherence to Company safety policies and procedures
Exhibit Lightera "Standards of Conduct"

Nice To Haves

Experience in a manufacturing environment preferred.
SHRM-SCP, SPHR, or equivalent certification.
Training in collective bargaining, conflict resolution, or labor law preferred.

Responsibilities

Act as the primary liaison and facilitate effective communication and resolution of issues between employees, union representatives, and management.
Lead or participate in union negotiations including drafting and implementing collective bargaining agreements (CBAs).
Lead all aspects of labor relations including contract administration, grievance handling, and arbitration preparation.
Partner on development and execution labor strategy in collaboration with corporate HR and legal teams.
Provide input on economic and wage data in preparation for negotiations.
Anticipate and mitigate potential labor disputes and work stoppages.
Build strong relationships with union representatives to promote proactive issue resolution and a constructive labor-management environment.
Maintains compliance with federal, state, and local employment laws and regulations, CBA, and recommended best practices; reviews policies and practices to maintain compliance.
Ensure compliance with federal, state, and local employment laws (EEO, FMLA, ADA, FLSA, NLRA, etc.).
Conduct investigations into workplace complaints and recommend corrective actions as necessary.
Oversee attendance management, corrective action, and dispute resolution processes.
Support diversity, equity, inclusion, and belonging (DEIB) initiatives within the plant.
Oversee accurate and timely HR reporting, headcount tracking, and metrics (turnover, absenteeism, overtime, etc.).
Manage HR budgets, staffing plans, and workforce analytics.
Partner with Finance and Operations to ensure labor costs align with budgetary goals.
Partner with leadership to identify workforce development needs and succession planning.
Support training initiatives for leadership development, skill enhancement, and safety compliance.
Manage performance appraisal and merit review processes.
Lead initiatives to drive employee engagement, retention, and recognition.
Additional duties as assigned.