HR Manager, Operations and Labor Relations

HR Manager, Operations and Labor Relations

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Responsibilities

Purpose & Scope : The HR Manager, Operations and Labor Relations, plays a key role in supporting and partnering with manufacturing leadership to drive HR strategies and solutions in a unionized environment. This position is responsible for managing all aspects of the employee lifecycle in a manufacturing facility. As an HR subject matter expert, the HR Manager will guide leadership on HR processes and strategies to foster a positive, engaging, and productive workplace culture while ensuring legal and regulatory compliance. A strong focus on labor union relationships, collective bargaining, and conflict resolution is essential for success in this role. Additionally, the HR Manager will leverage workforce data and analytics to drive informed decision-making, optimize HR strategies, and continuously improve HR and business outcomes.

Let us know who you are! We want to know what motivates you and why you are the ideal candidate for our growing team. The ideal candidate will possess a team oriented attitude; have a multidiscipline background, and a passion for innovation.

If you are one who like to build a team, has strong skillsets and likes to see your own ideas come to life, apply quickly!

Key Responsibilities

• Partner with operations leadership to align HR strategies with business goals, ensuring HR processes and policies are effectively implemented in the manufacturing environment.
• Act as a trusted advisor to leadership on all aspects of labor relations, including managing union interactions, collective bargaining, and contract negotiations.
• Collaborate closely with HR teams (Talent Acquisition, Compensation, Benefits, Compliance, etc.) to ensure seamless HR operations and solutions.
• Ensure compliance with federal, state, and local employment laws and company policies.
• Develop and execute workforce planning strategies in partnership with operations leadership to address staffing needs and business requirements.
• Leverage workforce data and analytics to assess HR performance, identify trends, and make data-driven decisions to improve employee engagement, retention, and overall HR effectiveness.
• Lead employee relations initiatives, mediate conflicts, and act as a neutral party to resolve complex employee issues while maintaining positive union relationships.
• Drive employee engagement efforts, recognition programs, and initiatives to build a motivated and high-performing workforce.
• Partner with the Talent Acquisition team to develop staffing strategies, including hiring events and recruitment campaigns.
• Collaborate with union representatives to understand contract requirements, union policies, and staffing needs.
• Source, place and manage temporary workforce.
• Oversee performance management processes, including coaching and supporting managers through employee development and disciplinary actions.
• Monitor and report on HR performance using metrics such as the HR Scorecard to identify trends, celebrate successes, and address areas of concern.
• Manage labor relations-related activities, including contract compliance, grievance handling, and labor negotiations.
• Work collaboratively with leadership to drive continuous improvement initiatives, supporting both HR and overall business objectives.
• Leverage data analytics to provide actionable insights into employee performance and workforce trends, optimizing HR initiatives and resources.

Qualifications

STRATTEC Security Corporation is an equal opportunity employer committed to attracting and retaining diverse talent from all backgrounds, without regard to race, color, religion, sex, sexual orientation, national origin, gender identity, age, disability, veteran status or any other characteristic protected by law.

Job specifics

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