Senior Human Resources Director - Forged Products

ATI; Cudahy (WI); On-site; USD 140,000 - 210,000; Full time

Job summary

ATI is seeking a Sr. Director of Human Resources for Forged Products.

The role partners with the FP President to shape people strategy, drive organizational effectiveness and HR leadership across seven sites and roughly 1,700 employees across multiple countries. This leader will oversee labor relations, talent development, workforce planning, succession, and change management, reporting to the FP President and matrixed to the SVP/CHRO.

Qualifications

• Bachelor's degree in HR, Labor or Employee Relations, Business, Organizational Development or related field.
• 12+ years of progressive HR experience in complex manufacturing or regulated environments.
• Experience leading HR for multi-site, unionized operations with labor strategy and negotiations.
• Proven ability as trusted advisor to senior leadership and to drive organizational change.

Responsibilities

• Partners with FP leadership to set workforce strategy and leadership development.
• Leads labor relations strategy, contract administration and risk mitigation.
• Drives workforce planning, talent reviews, succession and engagement across FP sites.
• Coaches senior leaders and guides change-management across a dispersed organization.

Skills

Strategic HR leadership

Labor relations

Workforce planning

Talent development

Organizational design

Education

Bachelor's degree in Human Resources, Labor or Employee Relations, Business, Organizational Development or related discipline

Job description

Proven to Perform.
From the edges of space to the bottoms of ocean, our materials are proven to perform -- and so is our team. We're hiring high performers as proven as our products. Join us.

ATI is a global producer of high-performance materials and solutions for the aerospace and defense markets, with
emerging opportunities in specialty energy. Built on a foundation of materials science and advanced process
technologies, ATI is a focused, market-driven enterprise serving the world's most demanding applications. In 2025, ATI generated approximately $4.6 billion in revenue, with aerospace and defense representing 68% of sales.

When you need materials to go further and faster, in the most extreme conditions, ATI is proven to perform.

The Sr. Director, Human Resources - Forged Products is the senior HR business partner to the President of Forged Products (FP) and a critical member of the FP Senior Leadership Team. Forged Products is a multi-site, unionized
manufacturing business with approximately 1,700 employees across seven sites and three countries, supported by
world-class forging, thermomechanical processing and advanced manufacturing capabilities.

This leader will shape and execute the people strategy required to deliver safe, reliable, high-quality performance and profitable growth. The role provides enterprise-minded HR leadership across organizational effectiveness, labor and employee relations, talent acquisition, workforce planning, leadership development, succession, performance management, employee engagement and change leadership. The position reports to the President, Forged Products; is matrixed to the SVP and Chief Human Resources Officer; and serves on the ATI HR Leadership Team. The role leads a team of approximately 10 HR professionals, including HR business partners, labor relations and talent development specialists.

IMMEDIATE PRIORITIES

• Build a trusted, visible HR partnership with the President and FP leadership team, grounded in the realities of a 24/7, multi-site manufacturing environment.
• Establish a clear workforce and talent agenda aligned to business strategy, operating performance, labor requirements, critical skills and future capability needs.
• Strengthen leadership effectiveness, accountability and employee experience across a geographically dispersed and highly matrixed organization.
• Assess and advance labor and employee relations strategies, including constructive union partnerships, contract administration, negotiations and risk mitigation.
• Lead HR support for organizational change, operational excellence and continuous improvement initiatives while maintaining focus on safety, quality and customer commitments.

LONGER-TERM MANDATE

• Develop a high-performing FP organization with strong leadership depth, succession readiness and a differentiated employee value proposition for critical manufacturing talent.
• Embed a consistent, data-informed approach to workforce planning, talent reviews, performance management, development and engagement across FP sites.
• Advance a culture of accountability, teamwork and respect that reflects ATI's values and supports disciplined execution, innovation, safety and sustainability.
• Increase the value and effectiveness of the FP HR team through clear priorities, strong operating discipline, capability development and partnership with ATI Centers of Expertise.

Strategic HR Partnership and Organization Effectiveness. Advise the President and FP leadership team on organization design, workforce strategy, leadership effectiveness, culture, performance and the people implications of business decisions. Translate business priorities into practical HR plans and measurable outcomes.

Labor and Employee Relations. Lead labor and employee relations strategy across FP, including union relationships, contract interpretation and administration, negotiations, grievance management, investigations, policy application and proactive risk mitigation. Partner with leaders and legal resources to promote fair, consistent and legally compliant practices.

Talent, Workforce Planning and Capability. Direct integrated workforce plans that address staffing, critical skills, recruiting, retention, development, career pathways, succession, talent reviews and workforce analytics. Build pipelines for skilled manufacturing, technical and leadership roles in partnership with Talent Acquisition and relevant Centers of Expertise.

Leadership, Culture and Change. Coach and develop senior leaders and site leadership teams. Lead change-management strategies for incremental and transformational change, and strengthen employee engagement, communication, inclusion, accountability and trust across sites and shifts.

HR Team Leadership and Operating Excellence. Lead, organize and develop the FP HR team; establish clear expectations, priorities and measures; and ensure consistent, high-quality delivery of core HR processes. Leverage ATI Centers of Expertise while maintaining strong local partnership and execution.

Enterprise Partnership and Continuous Improvement. Contribute to ATI-wide HR priorities and the HR Leadership Team. Benchmark external practices, use data and technology to improve decision-making, and identify scalable solutions that strengthen ATI's ability to attract, develop and retain talent.

Presence and Travel. Maintain a regular presence at FP facilities and with employees, leaders and union representatives. Travel domestically and internationally, as needed, expected to be approximately 25% or less.

CANDIDATE PROFILE

The successful candidate is a strategic, hands-on HR leader who is equally credible on the shop floor, in a labor meeting and in the executive boardroom. This person combines sound judgment, business acumen and practical execution with the ability to build trust, lead through influence and deliver results in a complex, decentralized and highly matrixed manufacturing environment.

• Bachelor's degree in Human Resources, Labor or Employee Relations, Business, Organizational Development or a related discipline.
• 12+ years of progressive HR experience, including significant HR business partnership and people-leadership experience in complex manufacturing, industrial, aerospace, defense or similarly regulated environments.
• Demonstrated experience leading HR for a multi-site, unionized organization, including labor strategy, negotiations, contract administration and employee relations.
• Experience serving as a trusted advisor and influential member of a senior leadership team, with the judgment and executive presence to challenge constructively and drive accountability.
• Proven success leading organizational change, culture transformation, leadership development, succession planning, workforce planning and performance improvement.
• Strong understanding of employment law, HR policy, compensation practices, talent management and risk management, with the ability to partner effectively with Legal and HR Centers of Expertise.