Strategic HR Leader for Manufacturing Operations

Zvh

Aibonito (PR)

On-site

USD 120,000 - 180,000

Full time

5 days ago

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Benefits offered by this job

Medical benefits

Dental benefits

ESPP

401(k) plan

Paid time off

Job summary

Baxter is seeking a senior HR leader for its Aibonito manufacturing operation who will serve as a strategic business partner to the Site Leadership Team. You will translate priorities into people strategies that drive organizational effectiveness, workforce capability, and employee engagement while leading a local HR team and collaborating with regional and global HR partners.

You will develop and execute people strategies, coach senior site leaders, lead employee relations, and drive

Qualifications

Bachelor’s degree in human resources, Business Administration, Industrial/Organizational Psychology, or a related field.
8–10 years of progressive Human Resources experience, including at least 5 years in an HR management or senior HR business partner capacity.
Experience supporting manufacturing organizations within regulated or operationally complex environments.
Strong expertise in employee relations, including investigations, conflict resolution, performance management, policy interpretation, and workplace risk management.
Demonstrated success leading change initiatives, influencing stakeholders, and supporting organizational transformation.
Proven ability to coach and influence senior leaders while balancing business priorities, employee experience, compliance, and organizational risk.
Fluent English and Spanish communication skills with the ability to build trust across all levels of the organization.

Responsibilities

Develop and execute a comprehensive people strategy aligned with business objectives, workforce needs, quality commitments, and operational priorities.
Partner with and coach senior site leaders to enhance organizational effectiveness, leadership capabilities, decision-making, communication, and change leadership.
Lead complex employee relations matters, investigations, performance management initiatives, and risk mitigation efforts while ensuring fair, compliant, and consistent outcomes.
Drive organizational transformation and cultural initiatives by building stakeholder alignment, supporting workforce changes, and ensuring successful adoption of new ways of working.
Strengthen leadership and talent pipelines through succession planning, talent reviews, development planning, and performance management processes.
Partner with business leaders and Talent Acquisition to align workforce planning and staffing strategies with operational demands and long-term business goals.
Use workforce data, employee feedback, retention metrics, and engagement insights to identify opportunities, implement solutions, and improve employee experience and business performance.