Head of HR - Manufacturing & Consumer Operations #1508

Our client, a thriving organization in the manufacturing industry with a presence across North America and Europe, is searching for a Head of HR to join their team. This company manages several production plants and operates a direct-to-consumer business model.

Job Summary

The Head of HR will oversee Plant HR Teams and the Direct-to-Consumer HR group, delivering guidance and strategic direction. This position collaborates closely with business executives and corporate teams to meet overarching company goals. Acting as a trusted advisor, the Head of HR will shape business strategies, offering expertise in areas like workforce planning, employee relations, compensation strategies, talent development, employee engagement, HR analytics, policy oversight, and support for mergers and acquisitions.

Key Responsibilities

• Partner with senior leadership to assess decision impacts and support strategic initiatives.
• Utilize HR metrics and analytics to identify workforce patterns, guide talent strategies, and inform business choices.
• Drive change management for organizational redesign, process enhancements, and cultural shifts.
• Oversee internal investigations for complex employee matters and resolve significant workplace issues.
• Foster an inclusive workplace by championing DEI efforts in hiring and culture development.
• Develop and roll out HR policies, procedures, and updates to the Employee Handbook.
• Supervise and mentor Plant HR Teams across multiple locations and the Direct-to-Consumer HR staff.
• Enhance Workday HRIS functionality, improving data accuracy, reporting tools, and user satisfaction.
• Promote a supportive work environment through conflict resolution, open dialogue, and addressing employee needs.
• Ensure compliance with legal, regulatory, and governmental requirements.
• Design talent programs to build employee skills and capabilities at every level.
• Offer managers expert advice on performance management, salary planning, talent projects, and employee relations.
• Align HR strategies with company objectives to support operational success across all sites.

• HR Certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
• Proficient in MS Office tools (Word, Excel, PowerPoint, Teams).
• Bachelor’s degree in Human Resources or a related discipline.
• Extensive experience with HRIS platforms, ideally Workday.
• Over 15 years of advancing HR experience.
• Proven ability to create and execute HR strategic initiatives.
• Strong background in employee relations and corporate HR.
• Experience managing HR in multi-site manufacturing settings.

• Critical Competencies for Success
• Action-oriented mindset focused on surpassing client expectations.
• Enthusiastic and professional with a knack for building relationships across levels.
• Skilled at multitasking and fostering connections within the organization.
• Adaptable, with a talent for designing and implementing new systems.
• Results-focused problem-solver with strong attention to detail and influence skills.
• Team-oriented and customer-driven with excellent advisory abilities.

• Travel Requirements
• Less than 25% travel required

• Attractive salary range: $157,000–$170,000 annually.
• Comprehensive package including medical, dental, vision, and 401k.
• Potential for an annual performance bonus.
• Relocation support provided.

Equal Employment Opportunity and Non-Discrimination Policy

Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status.

Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected.

Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.

Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location.

Compliance with Laws: Both Keller Executive Search and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Workplace Harassment: Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment based on race, skin color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.

E-Verify Participation: Keller Executive Search and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable.

Privacy and Pay Equity:

• California Residents: For more information about the categories of personal information we collect for recruiting and employment purposes, please review our Privacy Policy at www.kellerexecutivesearch.com.
• Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available.
• Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws.

State-Specific Information:

• Rhode Island: We do not request or require salary history from applicants.
• Connecticut: We provide wage range information upon request or before discussing compensation.
• New Jersey: We do not inquire about salary history unless voluntarily disclosed.

Veteran Status: Both Keller Executive Search and our clients provide equal employment opportunities to veterans and comply with applicable state laws regarding veteran preference in employment. If you are a veteran, please inform us during the application process.

Genetic Information: In accordance with federal and state laws, both Keller Executive Search and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law.

Local Laws: Both Keller Executive Search and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate.

Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.