Plant HR Manager

MILBANK MFG COMPANY; Kansas City (MO); On-site; USD 85,000 - 120,000; Full time

Job summary

Paycom - ATS in Kansas City, MO is seeking a Human Resources Manager to lead the HR function for the facility and advise plant leadership and employees. This role handles employee and labor relations, recruiting and retention, benefits, payroll, compliance, training, and HR administration while promoting a positive workplace culture and supporting lean initiatives.

Responsibilities include managing labor relations, investigations, policy development, audits, budgeting, and staff supervision.

Qualifications

• Five to seven years of progressive Human Resources experience, including at least two years in a leadership/HR Generalist role.
• Manufacturing experience with lean principles and union/labor relations is strongly preferred.
• SHRM or equivalent certification is desirable.
• Bachelor's degree in Human Resources, Business, or a related field (or equivalent work experience).

Responsibilities

• Advise managers and employees on relations, performance, discipline, attendance, policies, and workplace concerns.
• Lead recruiting, onboarding, transfers, job bids, and retention activities.
• Develop and administer HR policies, procedures, and standard work.
• Oversee benefits administration and payroll processing.
• Coordinate HR audits and implement corrective actions as needed.
• Lead the HR function and supervise staff, providing coaching and development.

Skills

Leadership

Employee relations

Problem solving

Communication

Organizational skills

HR compliance

HR/payroll systems

Coaching

Education

Bachelor's degree in HR or related field

Tools

HRIS systems

Microsoft Office

Job description

Job Details: Job Location: Kansas City, MO 64120, Position Type: Exempt, Position Overview

The Human Resources Manager leads the Human Resources function for the facility and serves as a key advisor to plant leadership and employees. This position is responsible for employee and labor relations, recruiting and retention, benefits, payroll, compliance, training and development, and HR administration. The HR Manager also promotes a positive workplace culture and supports the company's lean and continuous improvement initiatives.

Duties and Responsibilities

Employee and Labor Relations

• Advise managers and employees on employee relations, performance, discipline, attendance, policies, and workplace concerns.


• Conduct workplace investigations and recommend appropriate corrective actions.


• Administer the collective bargaining agreement, grievance process, and other labor relations activities.


• Participate in labor negotiations and recommend contract language changes as appropriate.


• Promote positive employee relations, engagement, retention, and the HR Family Values.

Recruiting and Employee Development

• Manage recruiting, selection, hiring, onboarding, transfers, job bids, and retention activities.


• Coach managers on effective and legally compliant interviewing and selection practices.


• Maintain job descriptions and related position documentation.


• Assess training needs and develop or source, with the Learning and Development (L&D) team, appropriate training and development programs.


• Partner with managers to develop employee Competency Development Plans (CDPs) and support career development.

Policies and Compliance

• Develop, administer, and communicate HR policies, procedures, and standard work.


• Ensure compliance with company policies, the collective bargaining agreement, and applicable employment laws and regulations.


• Manage employee leave and disability administration, including required documentation and tracking.


• Maintain accurate and confidential personnel records in accordance with applicable record retention requirements.


• Coordinate HR audits and implement corrective actions when needed.

Benefits, Payroll and HR Administration

• Manage facility benefits administration, including enrollment, employee communication, issue resolution, reporting, and audits.


• Manage facility payroll processing and ensure employee changes are accurately and timely processed.


• Administer the attendance policy and ensure consistent application.


• Oversee HR records, reporting, metrics, and administrative processes.


• Develop and monitor the facility HR budget.

Communication and Leadership

• Establish effective working relationships with employees and management at all levels of the organization.


• Conduct employee and management meetings, presentations, and training.


• Communicate HR issues, recommendations, and audit findings clearly and professionally.


• Serve as a liaison with Corporate HR, government agencies, benefit providers, auditors, and other external resources as needed.


• Maintain confidentiality and exercise sound judgment when handling sensitive employee and business matters.

Health, Safety and Wellness

• Support the Safety function with work-related injuries, return-to-work activities, and related employee matters.


• Coordinate or support employee wellness initiatives and programs.


• Promote a safe, healthy, and respectful work environment.

Lean Enterprise and Continuous Improvement

• Champion the company's lean culture, HR Family Values, and core principles.


• Utilize lean tools such as visual management, problem solving, standard work, and kaizen.


• Identify opportunities to improve HR processes, reduce waste, and increase effectiveness.


• Coach managers and employees to support continuous improvement, accountability, and employee involvement.

Supervisory Responsibilities

• Lead the day-to-day activities of the Human Resources department.


• Select, train, coach, develop, evaluate, and discipline assigned staff as appropriate.


• Establish performance expectations, delegate responsibilities, and provide regular feedback and development opportunities.

Competencies

• Leadership: Builds trust, demonstrates accountability, and effectively leads and develops others.


• Employee Relations: Effectively manages workplace concerns, investigations, discipline, grievances, and labor issues.


• Problem Solving: Analyzes information, identifies root causes, and develops practical solutions.


• Judgment: Makes timely, sound, and consistent decisions while considering business, employee, legal, and contractual implications.


• Communication: Communicates clearly and professionally with employees and leadership at all levels.


• Coaching: Develops managers and employees through feedback, guidance, and ongoing support.


• Planning & Organization: Effectively prioritizes responsibilities and manages competing demands.


• Continuous Improvement: Demonstrates commitment to lean principles, standard work, problem solving, and kaizen.


• Confidentiality & Professionalism: Handles sensitive employee and company information with integrity and discretion.

Hours

Regular 40-hour workweek with additional hours as business needs require.

Working Conditions

Office and manufacturing/factory floor environment.

Qualifications

Position Qualifications

Education

Bachelor's degree in Human Resources, Business, or a related field, or equivalent relevant work experience.

Experience/Skills/Abilities

• Five to seven years of progressive Human Resources experience, including at least two years in an HR Generalist role.


• One to two years of HR leadership, supervisory, or management experience.


• SHRM or equivalent certification


• Manufacturing experience preferred; lean manufacturing and union/labor relations experience strongly desired.


• Working knowledge of employment law, employee relations, benefits, recruiting, payroll, leave administration, and HR compliance.


• Strong communication, leadership, problem-solving, organizational, and interpersonal skills.


• Proficiency with Microsoft Office and HR/payroll information systems.