Human Resources Manager - Manufacturing

Key Responsibilities

HR Leadership & Business Partnership

• Provide leadership and direction to site HR teams, ensuring consistent, high-quality HR delivery across locations
• Partner with operations and functional leaders to translate business strategy into actionable HR initiatives
• Coach and influence leaders on performance management, organizational effectiveness, and employee engagement
• Reinforce company values and leadership expectations to drive a strong, accountable culture

Talent Management & Organizational Effectiveness

• Assess organizational capabilities and identify talent gaps, developing targeted plans to address needs
• Lead succession planning efforts, including identifying critical roles and mitigating risk
• Facilitate talent review processes, including performance and potential assessments
• Support organizational design and change initiatives to improve efficiency and clarity

Workforce Planning & Talent Acquisition

• Partner with leadership to develop and execute workforce plans aligned to business objectives
• Support hiring strategies across exempt and non-exempt roles, including job scoping and compensation alignment
• Ensure strong onboarding processes that promote engagement and accelerate productivity

Employee Engagement & Experience

• Lead employee engagement initiatives, including surveys and action planning
• Drive continuous improvement of the employee experience through standardized practices and communication
• Partner with operations to support and reinforce a strong safety culture

Employee Relations & Compliance

• Serve as the escalation point for complex employee relations matters, including investigations and performance issues
• Ensure compliance with employment laws, policies, and regulatory requirements
• Oversee HR audits, documentation, and reporting processes
• Maintain confidentiality and exercise sound judgment in sensitive matters

HR Process & Operational Excellence

• Standardize HR practices across sites to ensure consistency and efficiency
• Leverage data and metrics to inform decisions and improve HR outcomes
• Support compensation planning, job evaluations, and alignment with market benchmarks

MPI does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, or based on an individual's status in any group or class protected by applicable federal, state or local law. MPI encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants.

MPI does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, or based on an individual's status in any group or class protected by applicable federal, state or local law. MPI encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants.