Senior Human Resources Manager

Ssw Advanced Technologies; Louisville (KY); On-site; USD 105,000 - 125,000; Full time

Job summary

SSW Advanced Technologies, LLC in Louisville, KY seeks a Senior Human Resources Manager to lead HR initiatives across several manufacturing locations. The role partners with plant leadership and corporate HR to ensure consistent HR programs, policy execution, and employee relations.

The position requires a hands-on, manufacturing-focused HR leader who can balance strategic work with day-to-day employee concerns and regulatory compliance.

Qualifications

• Bachelor's degree in HR or related field.
• 7+ years of progressive HR experience with leadership responsibilities.
• Experience in a manufacturing, industrial, distribution, or similar operational environment.
• Ability to travel regularly between company locations.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Responsibilities

• Provide HR leadership across multiple manufacturing facilities.
• Partner with Plant Managers and operational leaders to understand business needs and develop effective HR solutions.
• Ensure consistent execution of company HR policies, procedures, and programs across locations.
• Coach and support site HR Managers and HR team members.
• Establish expectations and accountability for HR processes and service levels.
• Travel to assigned locations to maintain a strong on-site HR presence.

Skills

HR leadership

Employee relations

Compliance knowledge

Strategic partnering

Communication

Education

Bachelor's degree in HR or related field

Job description

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

Senior Human Resources Manager

Full Time Management SSW Advanced Technologies, LLC, Louisville, KY, US

Salary Range: $105,000.00 To $125,000.00 Annually

Senior Human Resources Manager

Location: Louisville, KY

Work Arrangement: 100% On-Site

Travel: Regular travel to assigned facilities required

Reports To: Director of Human Resources

Position Summary

The Senior Human Resources Manager is a key HR leadership position responsible for providing strategic and hands‑on human resources support across multiple manufacturing locations. This role will partner closely with plant leadership, corporate HR, and senior management to ensure consistent execution of HR programs, policies, and practices while supporting the operational needs of the business.

This position requires a strong manufacturing HR leader who is comfortable working in a fast‑paced, hands‑on environment and balancing strategic initiatives with day‑to‑day employee relations and operational HR needs.

The Senior HR Manager will provide leadership and oversight to site HR teams, drive consistency and accountability across assigned locations, and serve as a trusted advisor to plant and business leadership.

Key Responsibilities

• Provide HR leadership and support across multiple manufacturing facilities.
• Partner with Plant Managers and operational leaders to understand business needs and develop effective HR solutions.
• Ensure consistent execution of company HR policies, procedures, and programs across assigned locations.
• Provide coaching, direction, and support to site HR Managers, HR Generalists, and other HR team members.
• Establish expectations and accountability for HR processes and service levels across assigned facilities.
• Regularly travel to assigned locations to maintain a strong on‑site HR presence and understanding of facility needs.

Employee Relations

• Serve as a senior resource for complex employee relations matters.
• Lead or support investigations involving employee complaints, workplace conduct, harassment, discrimination, retaliation, policy violations, and other sensitive matters.
• Coach HR and operational leadership regarding disciplinary actions, performance management, attendance, and employee concerns.
• Ensure corrective actions and employment decisions are consistent, well documented, and aligned with company policy and applicable employment laws.
• Identify employee relations trends and recommend proactive solutions.

Talent Acquisition & Workforce Planning

• Partner with leadership to identify staffing requirements and workforce priorities.
• Support recruiting strategies for critical hourly, professional, technical, and leadership positions.
• Monitor vacancies, turnover, staffing levels, and recruiting effectiveness.
• Partner with recruiting resources and external agencies when appropriate to meet business needs.
• Support succession planning and identification of internal talent for key positions.

Performance & Talent Management

• Support the company's performance management process across assigned locations.
• Coach managers on performance expectations, feedback, documentation, and development planning.
• Partner with leadership to identify high‑potential employees and succession opportunities.
• Assist in developing employees for future leadership and critical operational positions.
• Support organizational changes, promotions, transfers, and restructuring activities.
• Partner with corporate HR on compensation decisions, promotions, market adjustments, and internal equity.
• Support annual compensation and merit review processes.
• Help ensure consistent administration of benefit programs and employee communications.
• Review compensation recommendations to ensure alignment with organizational structure and company practices.

HR Compliance

• Ensure compliance with federal, state, and local employment laws and company policies.
• Support compliance activities related to FMLA, ADA, EEO, wage and hour requirements, employment documentation, and related HR regulations.
• Maintain appropriate HR documentation and recordkeeping standards.
• Support internal and external HR audits and corrective actions as required.
• Monitor key HR metrics including:
• Headcount
• Turnover
• Open positions
• Time to fill
• Overtime
• Employee relations activity
• Workforce trends
• Analyze HR data to identify trends, risks, and opportunities.
• Develop action plans with site leadership to address areas of concern.
• Drive improvements in HR processes, reporting, documentation, and overall HR effectiveness.

Culture & Employee Engagement

• Partner with leadership to strengthen employee engagement, communication, accountability, and retention.
• Support initiatives that improve the employee experience while maintaining appropriate operational standards.
• Promote a culture of professionalism, respect, accountability, safety, and continuous improvement.
• Serve as a visible and approachable HR leader across assigned facilities.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• 7+ years of progressive Human Resources experience, including significant HR leadership responsibilities.
• Prior experience supporting a manufacturing, industrial, distribution, or similarly operational environment.
• Demonstrated experience handling complex employee relations issues and workplace investigations.
• Strong working knowledge of federal and state employment laws and HR compliance requirements.
• Experience partnering directly with senior operational leadership.
• Ability and willingness to travel regularly between company locations.
• Strong written and verbal communication skills.
• Strong organizational skills with the ability to manage multiple priorities and locations simultaneously.

Preferred

• Previous multi‑site HR leadership experience.
• Experience managing or providing functional leadership to other HR professionals.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience supporting organizational change, acquisitions, integrations, or rapidly changing manufacturing operations.

Leadership Profile

The successful candidate will be:

• Hands‑on: Willing to engage directly with employees and operations rather than managing HR exclusively from an office.
• Business‑minded: Understands that HR decisions must support both employees and business objectives.
• Decisive: Comfortable addressing difficult employee relations and performance matters.
• Consistent: Drives common HR standards across multiple locations.
• Collaborative: Builds strong partnerships with Plant Managers and functional leadership.
• Credible: Develops trust with employees, HR staff, and senior management.
• Data‑driven: Uses HR metrics and workforce trends to identify issues and recommend solutions.
• Adaptable: Comfortable operating in a changing, fast‑paced manufacturing organization.

This is a 100% on‑site position and is not a remote or hybrid role.

The Senior HR Manager will be based in Louisville, Kentucky, with regular travel to assigned company facilities. Travel frequency will vary based on business needs, employee relations matters, leadership requirements, and ongoing HR initiatives.

Given the multi‑site nature of the position, flexibility to travel on short notice when necessary is expected.