HR Manager

Branex Group; Michigan; On-site; USD 85,000 - 125,000; Full time

Job summary

Branex Group is seeking a Human Resources Manager to partner with plant leadership in a large, fast-paced manufacturing environment in Michigan. You will lead strategic HR initiatives, workforce planning, and labor relations to support ramp-up and steady-state operations.

The role emphasizes employee relations, talent development, payroll accuracy, and data-driven HR processes. You will coach leaders, drive engagement, and ensure compliance with OFCCP audits and standardized practices across the

Qualifications

• Bachelor's degree in HR or a related field and 8+ years of HR experience in manufacturing.
• Experience leading labor relations with unions and working with plant leadership.
• Strong business acumen with the ability to translate business needs into HR services.
• Proven ability to coach leaders and drive engagement in a fast-paced plant environment.

Responsibilities

• Strategic HR Business Partnership: implement policies and align HR strategy with plant objectives.
• Plant Support – Operations: ensure readiness for 24/7 operations and workforce planning.
• Employee & Labor Relations: lead investigations, actions, performance management, and contract interpretation.
• Talent Management & Development: drive performance management, coaching, and leadership development.
• Workforce Planning & Staffing: identify staffing needs and use data analytics for planning.
• HR Operations & Employee Lifecycle: oversee onboarding, development, retention, offboarding, payroll, and records.
• Culture, Engagement & Communication: partner with leaders to maintain high engagement and a culture of accountability

Skills

Strategic HR leadership

Employee relations

Labor relations

Workforce planning

Talent development

Performance management

Change management

Data-driven HR

Communication

Coaching leaders

Education

Bachelor's degree in Human Resources or related field

SHRM-SCP / SPHR certification

Tools

HRIS (e.g., Workday/Oracle)

Payroll systems

OFCCP compliance tools

Job description

Human Resources Manager

SUMMARY

One of our key clients, being a major, non-automotive manufacturer needs a highly experienced HR Manager that will serve as a strategic and operational business partner to plant leadership, supporting a large-scale, complex, and fast-paced manufacturing environment. This role is responsible for driving end-to-end HR execution at the site, including employee relations, talent development, labor relations, workforce planning, and organizational effectiveness. The HR Manager plays a critical role in enabling plant performance during ramp-up, and steady-state operations, ensuring the organization has the leadership, capability, and culture required to perform at a high level. He/she is responsible for understanding the business needs of the plant and then translating those needs into HR services to ensure the plant benefits from strategic Human Resource services and standardized processes. He/she is also responsible for driving the strategic labor activities and initiatives as it relates to Union Management and Labor Relations.

The ideal candidate is a hands-on HR leader who thrives in dynamic, high-pressure environments, demonstrates strong business acumen, and can influence leaders to drive accountability, engagement, and performance across the plant.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic HR Business Partnership

• Ensure implementation of Company policies and standardized processes within the facility
• Partner closely with the Plant Manager and site leadership team to align HR strategy with operational and business objectives
• Act as a trusted advisor to leaders on:
• • Organizational effectiveness
  • Workforce planning
  • Leader capability and performance
• Support plant execution by ensuring the organization is staffed, structured, and operating effectively

Plant Support – Operations

• Ensure readiness across for a 24/7 operation:
• • Workforce planning and onboarding
  • Leadership capability and training
  • Culture and engagement
• Partner with leadership to drive accountability and ownership during high-pressure operational periods
• Analyze HR metrics and create and implement action plans based on those metrics in line with the Function and/or business objectives

Employee & Labor Relations

• Lead all aspects of employee relations, including:
• • Investigations
  • Corrective actions
  • Performance management
  • Terminations
• Perform employee and labor relations duties, including grievance procedures, contract interpretation.
• Coach leaders through complex employee situations, ensuring consistency and fairness

Talent Management & Development

• Lead and execute performance management processes, including:
• • Coaching leaders on performance conversations
  • Developing performance improvement plans (PIPs)
  • Supporting talent reviews
• Drive succession planning and leadership development across all levels
• Ensure the plant is building a sustainable talent pipeline

Workforce Planning & Staffing

• Identify staffing needs and coordinate staffing activities (including recruiting, selections, and placement) for the location including both salaried and hourly positions.
• Use data and workforce analytics to support planning and decision-making
• Ensure the plant is staffed appropriately to meet operational demand

HR Operations & Employee Lifecycle

• Oversee and manage all aspects of the employee lifecycle, including:
• • Onboarding
  • Development
  • Retention
  • Offboarding
• Serve as subject matter expert for HR systems and processes
• Ensure accuracy and compliance in all HR administrative processes
• Ensure efficient and accurate payroll, administration processes, and employee data/records.
• Ensure orientation and induction for newly hired employees and contractors is completed.
• Ensure that Affir­ma­tive Action plans are in place and implemented: Participate in any OFCCP audits

Culture, Engagement & Communication

• Partner with leadership to maintain high levels of employee engagement and communication
• Act as cultural ambassador, reinforcing:
• • Accountability
  • Respect for people
  • Operational excellence