Manager, Regional Human Resources

Your Opportunity as the Manager, Regional Human Resources The Manager, Regional Human Resources is the senior HR leader for a designated manufacturing region, leading 7-12 Plant HR Managers and Associate HR Managers across multiple sites within an assigned Strategic Business Area. This role owns the people, organization, and culture agenda that enables safety, quality, reliability, cost, service, and productivity performance. Based in Orrville, the role partners with Operations leadership, Plant Managers, HR Centers of Excellence, and the Corporate Organization Business Partner to translate business strategy into practical workforce, talent, and organization plans. The ideal leader balances strategy and execution, enterprise mindset and plant realities, HR expertise and operational acumen, with strong judgment on complex and sensitive matters. Location: Orrville, OH (Corporate) Reports to: Director, Operations Community of Practice Work Arrangements: Hybrid, based at the Orrville corporate campus, with regular plant travel in the assigned region (approximately 50%) In this role you will: Strategic HR & Business Partnership - Serve as the primary HR partner to plant leadership; translate Operations and productivity priorities into clear people and organization plans. - Understand regional cost structures, operating metrics, capital plans, network priorities, and workforce implications of automation, AI, and digital manufacturing. - Partner 1:1 with the aligned Corporate Organization Business Partner for seamless HR support from corporate through the plant floor. People Leadership & Team Development - Lead, coach, and develop 7-12 Plant HR Managers and Associate HR Managers across multiple sites. - Build HR capability and succession depth; assess talent objectively, address gaps with candor and care, and create clear operating rhythms. - Coach HR and plant leaders through complex conversations and serve as an escalation point for sensitive employee matters, pay actions, and regional risk. Manufacturing & Operational Excellence - Apply operational excellence and high-performance work system principles across regional plants. - Connect people practices to safety, quality, reliability, cost, service, productivity, staffing, and talent outcomes. - Operate credibly in union and non-union environments; partner with Labor Relations on contracts, grievances, union engagement, effects bargaining, and workforce continuity. - Simplify HR processes and use technology, analytics, and AI to improve decision quality and capacity. Organization Design, Organization Effectiveness & Change Leadership - Lead organization design, workforce planning, and change work tied to automation, network evolution, startups, expansions, closures, and long-term supply chain objectives. - Equip plant leaders to communicate change, align teams, and drive adoption. - Lead sub-teams and workstreams on complex enterprise projects from strategy through execution. Talent, Succession & Capability Building - Own regional talent reviews, succession planning, high-potential development, career pathing, and rotations. - Improve internal promotion rates, succession depth, and caliber of talent hired and developed across plant roles. - Coach plant leaders on performance management, development planning, team effectiveness, and leader assimilation. Core Day-to-Day HR Practices Ensure consistent investigations, policy interpretation, compliance, and administration of core HR practices