Senior Human Resources Manager

Winamac, IN 46996, USA Req #888
Tuesday, June 28, 2022


The Human Resource Manager will be responsible for the overall management and implementation of his/her designated mill’s Human Resources Policies, Procedures, Guidelines and Tools. S/he will work with the designated Regional Human Resources Manager, to ensure that organizational HR policies and procedures are adapted to the specific context of each response, adequate and known to staff. The HR Manager will conduct training on site for employees and facilitate development and implementation of appropriate HR management responses including plans and Standard Operating Procedures that fits Plymouth’s policy and standards. S/he will provide expert HR advice to all levels of Plymouth staff. The HRBP, is responsible for leading the overall HR functions including site work-force planning, site recruitment, staff administration management, etc. for his/her designated mills. S/he will also be encouraged to participate in other departmental activities, including team meetings, continuing education activities, annual conferences, and research activities.



  1. Set up the HR department and provide management oversight and leadership.
  2. Partner with Mill Leadership and Regional HR Manager to create and implement the strategy for the Mills’ program which is in line with the organizations, regional, and global goals, and objectives.
  3. Develop and implement a manpower planning helping the new/existing program to have the needed staff with the right competence on time.
  4. Devise and implement metrics as and when needed.
  5. Employment  Opportunity (EEO),  the Americans With Disabilities Act (ADA), the Family and Medical Leave Act(FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
  6. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
  7. Oversee full-cycle recruitment process and directly recruit below GM or Plant Manager level positions; Employ traditional sourcing strategies, actively network, and employ innovative, creative recruiting methods to hire the best talent.
  8. Facilitate and coordinate recruitment and selection process according to Plymouth policies and procedures; set in place the recruitment team as appropriate.
  9. Coordinate recruitments and orientations/transition of both new/ transferring staff.
  10. Review and approve job position requests, job descriptions, and make recommendations, ensuring accuracy and consistency
  11. such  as succession  planning,  superior  workforce  development,  key employee retention, organization design, and change management.
  12. Monitor the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
  13. Act as an impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements. Advise supervisors in determining appropriate disciplinary plans of action.
  14. On an as needed basis liaise with the corporate HR team on legal issues, sometimes working directly with legal counsel on HR issues that requires legal interpretations.
  15. Manage, train, mentor HR team; create detailed plan to build capacity for every HR staff, including performance objectives, recruitment, and commitment to development.
  16. Lead the performance management process including creating a plan to manage annual reviews, conduct training on goal setting, utilize budgets to organize development activities and work one-on-one with managers and employees.
  17. Lead Talent Management below staff level, ensuring all IDP’s are in place and being administered properly and sending proper documentation to Corp VP of HR. Supporting Plant Managers in the Talent Review process below staff level.
  18. Maintain all HR policies while ensuring compliance to all governmental requirements and regulations. Develop new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
  19. Maintains the departmental budget.
  20. Develop and maintain productive working relationships with all team members.
  21. Attends all prerequisite training as required.
  22. Has the authority to stop process to correct quality, safety, or environmental problems, and to promptly notify Supervisory personnel when processes are noncompliant.
  23. Update Organizational changes as it arises (Org Chart)



  • Bachelor’s Degree required and advanced professional certification in human resource management.
  • At least 5 years of experience in human resources management including a minimum three years in conflict/emergency locations.
  • At least 1 year experience in a manufacturing environment.
  • SPHR or SHRM – SCP preferred.
  • MS Office Suite Experience; HRIS system experience


  • Adaptability – Flexes to new pressures and priorities with ease and finesse.
  • Analysis Skills – Sorts the “wheat from the chaff’ determining root causes and subtle relationships among data from various sources.
  • Care & Commitment – Consistently reliable, follows work instructions, investigates any inconsistencies, and looks ahead to next steps.
  • Change Leadership – Leads by example
  • Coaching and Training – A people builder, demonstrates support and recognition of a job well done; is also able to steer people in the right direction when they fall off the track.
  • Communication – Highly effective in getting point across in an organized and easy manner, effective one on one or in groups, cognizant of the impact of decisions on others, and helps others recognize the chain of commitment.
  • Conflict Management - When conflicts emerge, effectively works them through to optimum outcome.
  • Customer Service Skills – Adept in discovering the hidden needs of the customer, both internal and external.
  • Diversity – Actively breaks down barriers to diversity; visibly fights discrimination.
  • Energy – Exhibits energy, strong desire to achieve, appropriately high dedication level.
  • Excellence – Demonstrates high personal standard for performance, acts as an example to coworkers.
  • Independence – Is not swayed excessively by the last person they spoke too.
  • Initiative – Does and says the right things for the right reasons even when it’s uncomfortable, speaks up immediately when they see an issue.
  • Inspire – Minimizes intimidation or threat.
  • Integrity – Intellectually honest; does not play games with facts.
  • Judgement/Decision Making – Uses a sound decision making model when approaching a decision that has a long-term critical impact.
  • Legal and regulatory – Well versed in the legal or regulatory requirements of the position.
  • Organization and Planning – Planning efficiency is evident in quality of work.
  • Performance Management – Respectful but firm and consistent in performance feedback.
  • Professional – Creates favorable first impressions through appropriate body language, eye contact, posture, voice and attire.
  • Service Orientated - Identifies both problems and opportunities and communicates to the right person, provides timely response to resolve any issues that prevent meeting customer requirements.
  • Team Player - Cooperates with others without dominating the group, values team members for their contributions and professional abilities, and always treats people with respect.
  • Tenacity - Brings new life to old systems, continuously challenging the status quo, includes others in vision, not rigid with others intellectually, emotionally or interpersonally.
  • Urgency - Strong motivation to act, and continue to act, until a successful outcome is reached.


The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions, such accommodations will be reviewed by management on a case-by-case basis.

While performing the duties of this Job, the employee is regularly required to stand; walk; use hands to grasp, handle, or feel; reach with hands and arms and talk or hear. The employee is occasionally required to sit. The employee must regularly lift and /or move up to 25 pounds and occasionally lift and/or move up to 50 pounds.


Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this Job, the employee is regularly exposed to moving mechanical parts, heavy equipment, and stored energy in the form of pneumatic, hydraulic, mechanical, electrical and gravitational energy. The noise level in the work environment is above 85 dcB and hearing protection is required. Due to manufacturing technologies utilized in the area common contaminants such as dirt, dust, grease, oil steel chips and water will be present. The employee is frequently exposed to wet and/or humid conditions, extreme cold and extreme heat. Also, may be exposed to fumes or dust.

Equal Opportunity Employer: Minority/Female/Disability/Veteran

Other details

  • Job Function Group 2
  • Pay Type Salary
Location on Google Maps
  • Winamac, IN 46996, USA