Description HR Manager, Plant The HR Manager, Plant will play a pivotal role in driving HR initiatives, policies, and programs to support organizational objectives and foster a positive workplace culture. This individual will oversee various HR functions, including talent acquisition, employee relations, performance management, training and development, compliance, and HR administration. Due to the sensitive nature of HR and employee information, maintaining confidentiality is essential. This role must adhere to strict ethical standards and ensure the security of company data. Key Responsibilities - Talent Acquisition Develop and implement recruitment strategies to attract and retain top talent for both hourly and salaried positions. Partner with hiring managers to identify staffing needs, write job descriptions, and conduct interviews. Manage the full recruitment lifecycle, including sourcing, screening, interviewing, and hiring. Ensure compliance with legal requirements and company policies throughout the process. - Employee Relations Serve as a trusted advisor to employees and managers on HR-related matters, including performance issues, conflict resolution, and disciplinary actions. Investigate and resolve complaints and workplace conflicts fairly and promptly. Foster open communication and promote a culture of respect and inclusion. - Performance Management Administer performance management processes, including goal setting, evaluations, feedback, and development planning. Provide guidance to managers and employees on best practices. Coach leaders on identifying performance improvement opportunities and career development needs. - **Training and Development** Facilitate HR and regulatory training initiatives. Identify training needs and develop programs to enhance employee skills and capabilities. Coordinate sessions in areas such as safety, compliance, leadership, and technical skills. - Compliance and HR Administration Ensure compliance with federal, state, and local employment laws (e.g., EEO, ADA, FMLA, OSHA). Maintain accurate HR records, including personnel files and documentation. Administer HR policies and communicate updates to employees. - Audits & Customer Surveys Ensure HR audit readiness for internal, external, and customer audits. Support completion of HR-related surveys, including ESG annual reporting. - Employee Engagement and Culture Develop initiatives to promote engagement, morale, and retention. Organize events, recognition programs, and team-building activities. Collaborate with leadership to address feedback and improve satisfaction. - Workforce Planning and Reporting Report on HR KPIs as required by the plant, corporate leadership, or investors. - Workforce Reductions or Layoffs Manage workforce reductions, layoffs, or closures due to market changes or restructuring. Provide support through career transition services, severance packages, and outplacement assistance. - Workplace Accidents and Injuries Respond to workplace incidents and support affected employees and families. Coordinate investigations and corrective actions with safety personnel and external authorities. - Plant Leadership Support Advise and coach plant leadership on employee issues. Share resources, policies, and forms to mitigate risks. - Crisis Management Support employee and company matters triggered by unforeseen events, weather disruptions, or production issues. - Natural Disasters and Emergencies Assist in response to disasters (e.g., hurricanes, floods, wildfires) affecting plant operations. Ensure employee safety and minimize property damage. - Security Threats and Workplace Violence Address threats or incidents that jeopardize safety. Implement security measures, emergency protocols, and training programs. Behavioral Expectations - Safety-First Promote a proactive safety mindset. All employees are responsible for identifying and avoiding risks, regardless of role or level. - Continuous Improvement Encourage employees to seek improvements and standardization, even when processes are running smoothly. - Compliance Ensure employees understand and follow laws and ethical business practices through training and accountability. - Driving Results Focus on goals and outcomes. Empower employees to take ownership and drive progress toward shared objectives. - ONE Team Foster strong relationships, trust, and collaboration. Support one another to meet business priorities and customer commitments. Qualifications Education Bachelor’s degree in Human Resources, Business Administration, or related field required. Master’s degree or HR certification (e.g., SHRM-CP, PHR) preferred. Skills & Experience - Technical Skills: 3–5 years of relevant HR experience. - Leadership Experience: 1–2 years in a supervisory or team lead role. - HR Experience: 5+ years of progressive HR experience, including 2+ years in a manufacturing environment (automotive parts preferred). - Legal Knowledge: Strong understanding of employment laws and regulations. - Soft Skills: Excellent communication, interpersonal, and problem-solving abilities. - Adaptability: Ability to manage multiple priorities in a fast-paced environment. - Leadership: Proven ability to influence stakeholders and drive results. - Organization: Strong attention to detail and deadline management. - Growth Mindset: Commitment to ongoing professional development and staying current with HR best practices. Skills Human resources, Employee relations, Human resource management, Hr management, Onboarding, Recruiting, Payroll, Recruitment, Hr administration, Employee benefits, Talent management, Hris, Benefits administration, Performance management Top Skills Details Human resources,Employee relations,Human resource management,Hr management Additional Skills & Qualifications - Technical Skills: 3–5 years of relevant HR experience. - Leadership Experience: 1–2 years in a supervisory or team lead role. - HR Experience: 5+ years of progressive HR experience, including 2+ years in a manufacturing environment (automotive parts preferred). - Legal Knowledge: Strong understanding of employment laws and regulations. - Soft Skills: Excellent communication, interpersonal, and problem-solving abilities. - Adaptability: Ability to manage multiple priorities in a fast-paced environment. - Leadership: Proven ability to influence stakeholders and drive results. - Organization: Strong attention to detail and deadline management. - Growth Mindset: Commitment to ongoing professional development and staying current with HR best practices. Experience Level Intermediate Level Pay and Benefits The pay range for this position is $85000.00 - $100000.00/yr. - Health- Dental- Vision- 401k Workplace Type This is a fully onsite position in Pulaski,TN. Application Deadline This position is anticipated to close on Aug 20, 2025. About Aston Carter: Aston Carter provides world-class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies. We draw on our deep recruiting expertise and expansive network to meet the evolving needs of our clients and talent community with agility and excellence. With offices across the U.S., Canada, Asia Pacific and Europe, Aston Carter serves many of the Fortune 500. We are proud to be a ClearlyRated Best of Staffing® double diamond winner for both client and talent service. The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law. If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email astoncarteraccommodation@astoncarter.com (%20astoncarteraccommodation@astoncarter.com) for other accommodation options.