Regional HR Manager - US South (Multi-site)

We are looking for: 
REGIONAL HR MANAGER – US South (Based onsite in Greenville, TX) 

This position leads and directs regional human resources support with a strong emphasis on operational excellence, organizational development, and manufacturing labor relations. The incumbent will lead a team HR professionals to work collaboratively with employees and leaders across the US South region supporting a broad range of human resource activities including organizational effectiveness, employee engagement, performance management, diversity and inclusion, recruitment and selection, HR compliance, training, policy development, compensation planning, talent management and development. 

• Partner with regional and site leadership teams to align people strategy to business priorities and deliver measurable outcomes through disciplined execution. 

• Serve as an operations-focused HR business partner: understand manufacturing/operations rhythms, Union Labor Relations, enable frontline leadership effectiveness, and translate business needs into scalable HR solutions. 

• Provide direct involvement with senior management to provide information on significant employee relations topics impacting achievement of company objectives; advise on risk and practical solutions. 

• Design and lead strategic projects, change and transformation initiatives including leadership development, site leadership pipeline health, succession, and adoption/sustainment. 

• Drive organizational development efforts including workforce planning, change management, team effectiveness, culture initiatives, and engagement action planning. 

• Coach leaders to strengthen executive presence, communication effectiveness, and people leadership capability; elevate leadership standards and accountability. 

• Make the business case, gain support for, and lead specific HR programs, policies, or initiatives across the region. 

• Foster an environment of employee engagement and promote effective human resources practices to minimize potential liability and risk and further a positive environment. 

• Direct and/or support annual compensation processes for salaried merit and hourly pay increases by measuring and establishing competitive pay rates (as applicable by site). 

• Remain aware of the latest trends and legal/regulatory changes affecting HR practices; partner with COEs to ensure compliant and consistent deployment. 

• Act as a resource for employees and leaders on all Human Resource related topics. 

We can count on you for:  
Building Effective Teams. Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team. 

Business Acumen. Understands the company's business goals and objectives, the business process, and impact of individual actions on business performance. Applies cost-effectiveness, competitiveness and profitability to business decisions and initiatives. 

Developing Others. Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person’s career goals; constructs compelling development plans and executes them; pushes direct reports to accept developmental moves; will take on those who need help and further development; cooperates with the developmental systems in the organization; is a people builder. 

Drive for Results. Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results. 

Interpersonal Savvy. Relating openly and comfortably with diverse groups of people; demonstrates strong executive presence and influence. 

Managerial Courage.Does not hold back anything that needs to be said; provides current, direct, complete, and actionable positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation quickly and directly; is not afraid to take negative action when necessary.

Motivating Others. Creates a climate in which people want to do their best; can motivate many kinds of direct reports and team or project members; can assess each person’s hot button and use it to get the best out of him/her; pushes tasks and decisions down; empowers others; invites input from each person and shares ownership and visibility; makes each individual feel his/her work is important; is someone people like working for and with. 

Problem Solving. Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and does not stop at the first answers. 

Strategic Agility. Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive breakthrough strategies and plans. 

You will bring:  

• Bachelor’s degree in human resources, business administration, organizational development, or related field required. 

• 10+ years of progressive human resources experience, with significant HR business partner responsibility supporting operations/manufacturing and complex Union environments. 

• Demonstrated strength in learning & development, people/leadership development, and organizational development (e.g., talent reviews, succession planning, leadership programs, change management, org effectiveness). 

• Strong operations background and ability to work effectively within site/regional operating rhythms; comfort partnering with plant/operations leaders and frontline teams. 

• Strong executive presence: ability to influence senior leaders, facilitate discussions, and communicate clearly in high-stakes settings. 

• Prior supervisory experience preferred (or demonstrated leadership of cross-functional initiatives/programs). 

• Strong verbal and written communications, presentation, facilitation, and customer service skills. 

• Strong analytical, problem-solving and project management skills. 

• Proficient in the use of Microsoft Office and HRIS. 

• SPHR, PHR, SHRM-SCP, SHRM-CP Certifications are a plus. 

You will get: 

• The U.S. base salary range reasonably expected to be paid for this position is $144,800.00 to $181,000.00. Since actual compensation packages are based on a variety of factors unique to each candidate we may ultimately pay more or less than the posted base salary range. Total compensation for this role also includes bonus and/or other incentives. 

• 16, or more, weeks of maternity/paternity and co-parenting leave, according to local regulations 

• Training platform for all employees 

• Free well-being sessions (physical and psychological)