Our client, a global, privately owned Tier 1 and Tier 2 automotive manufacturing company, is seeking an experienced Plant Human Resources Manager to lead the Human Resources function at its Chattanooga, Tennessee manufacturing facility.

Recognized for its innovative material technologies, the organization provides products and solutions to the global automotive industry.

This is an excellent opportunity for a hands-on Plant HR leader with strong manufacturing experience who enjoys working directly with plant leadership, supervisors, and employees in a fast-paced operational environment.

This is a NON-UNION manufacturing facility. Union plant experience is NOT required.

Automotive manufacturing experience is strongly preferred.

The successful candidate will work closely with the Plant Manager and Plant Leadership Team to support business objectives, employee engagement, talent development, workforce planning, compliance, and overall plant performance.

This position will have one direct report – an HR Generalist. Supervisory experience is strongly preferred.

POSITION SUMMARY

As a key member of the Plant Management Team, the Plant Human Resources Manager will have overall responsibility for the HR function at the facility and will provide a combination of strategic HR leadership and hands-on tactical support across all areas of Human Resources.

Working closely with plant leadership, the HR Manager will develop and implement HR strategies, policies, programs, and processes that support operational performance, employee engagement, talent development, workforce effectiveness, and compliance with company and regulatory requirements.

The successful candidate must be comfortable working in a fast-paced manufacturing environment and willing to maintain a highly visible, hands-on presence with both employees and management.

KEY RESPONSIBILITIES

Plant Leadership & Business Partnership

• Serve as a key member of the Plant Management Team and a trusted advisor to the Plant Manager.
• Provide strategic and hands-on HR support to plant leadership and employees.
• Partner with department managers and supervisors to address employee relations, performance, staffing, organizational development, and workforce issues.
• Provide coaching and guidance to managers and supervisors regarding employee relations, performance management, policy interpretation, and corrective action.
• Ensure consistent application and enforcement of company policies, procedures, and HR practices.
• Develop and implement site-specific HR programs and initiatives aligned with corporate objectives and applicable employment laws.
• Monitor HR metrics and KPIs and develop action plans to address trends and opportunities for improvement.
• Promote a positive, respectful, inclusive, and high-performing workplace culture.

Employee Relations

• Serve as the primary HR resource for employee relations matters throughout the plant.
• Investigate employee concerns and complaints and recommend appropriate courses of action.
• Partner with management to resolve workplace issues effectively and consistently.
• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Maintain appropriate HR documentation and records.
• Promote open, two-way communication between employees and plant leadership.

Recruitment & Onboarding

• Lead the recruitment and selection process for plant positions in partnership with hiring managers.
• Conduct candidate screening, interviewing, selection, and offer processes.
• Develop and maintain qualified candidate and talent pools.
• Ensure recruitment practices comply with applicable regulatory requirements, including EEOC requirements.
• Coordinate orientation and onboarding for new hires and internal transfers.
• Partner with plant leadership to anticipate workforce and staffing requirements.

Training & Development

• Develop and maintain plant training matrices and training plans in partnership with department managers.
• Ensure employee training programs meet applicable company, regulatory, and automotive manufacturing requirements.
• Support training initiatives utilizing TWI (Training Within Industry) methodology where applicable.
• Coordinate and deliver HR-related training as needed.
• Partner with Corporate Talent and Organizational Development teams on training and development initiatives.

Performance & Talent Management

• Administer and oversee the plant’s performance management and development processes.
• Coach managers and supervisors on effective performance management.
• Support talent review and succession planning initiatives.
• Utilize talent management tools, including 9-Box, to identify high-potential employees and establish appropriate development plans.
• Partner with plant leadership to strengthen employee development and retention.

Compensation & Benefits

• Support Corporate Total Rewards programs and ensure consistent implementation at the plant.
• Maintain awareness of local and regional wage, salary, and benefit trends.
• Oversee benefits enrollment, employee communications, recordkeeping, and related administrative processes.
• Partner with Corporate Total Rewards regarding benefit programs and service providers.
• Work closely with payroll and HRIS systems to ensure accurate employee information and HR administration.

Employee Engagement & Communications

• Partner with plant leadership to develop and implement employee engagement initiatives.
• Analyze employee feedback and engagement results and develop action plans for improvement.
• Promote effective two-way communication between employees and management.
• Support employee recognition, retention, and workplace culture initiatives.

Health, Safety & Environment

• Partner with plant leadership and Corporate HS&E to promote a safe and environmentally responsible workplace.
• Support compliance with all applicable health, safety, and environmental requirements.
• Manage employee injury and workers’ compensation processes from initial reporting through return-to-work.
• Maintain accurate records related to injuries, illnesses, and workers’ compensation.
• Report required HS&E statistics and information to Corporate and regulatory agencies.
• Serve as a plant resource regarding occupational health and safety matters.
• Promote employee reporting of unsafe conditions and practices.
• Serve as the plant HR liaison during regulatory inspections and visits as needed.
• Support continuous improvement of plant HS&E policies, procedures, and practices.

QUALIFICATIONS & EXPERIENCE

The successful candidate will bring a strong combination of manufacturing HR expertise, business partnership capabilities, and hands-on leadership experience.

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.
• 5+ years of progressive Human Resources experience in a manufacturing environment.
• Automotive manufacturing experience strongly preferred.
• Hands-on Plant HR/HR Manager experience required.
• Supervisory or people-management experience strongly preferred.
• Experience in a non-union manufacturing environment preferred; union experience is not required.
• Strong knowledge of employee relations, recruiting, performance management, training, benefits, compensation, and HR compliance.
• Strong understanding of federal and state employment laws and regulations.
• Experience partnering with plant leadership and front-line manufacturing employees.
• Strong business acumen with the ability to connect HR strategies to plant operational objectives.
• Ability to influence and communicate effectively with employees, supervisors, managers, and senior leadership.
• Experience working within a global or matrix organization preferred.
• Working knowledge of HRIS and payroll systems.
• Strong Microsoft Office skills, including Excel, Word, and PowerPoint.
• Professional HR certification/designation such as SHRM-CP, SHRM-SCP, PHR, or SPHR is preferred.
• Strong problem-solving, organizational, communication, and interpersonal skills.
• Ability to work effectively in a fast-paced, hands-on manufacturing environment.

THE IDEAL CANDIDATE

The ideal candidate is a hands-on Plant HR Manager who is comfortable being on the manufacturing floor, working directly with employees and supervisors, and partnering closely with the Plant Manager and leadership team.

This individual will bring a strong background in manufacturing HR, employee relations, recruiting, training, performance management, and HR compliance, with automotive manufacturing experience highly preferred.

The successful candidate will be equally comfortable advising plant leadership on strategic workforce matters and rolling up their sleeves to manage the day-to-day HR needs of the facility.

They will be visible, approachable, practical, and capable of building strong relationships across all levels of the organization while maintaining consistent HR practices and supporting a positive, high-performing plant culture.

Union plant experience is NOT required. This is a non-union automotive manufacturing facility.

Qualified and interested applicants are encouraged to apply today in confidence by sending your resume as a MS Document to us at:  info@indemand.ca.

ONLY QUALIFIED CANDIDATES WILL BE CONTACTED

Disclosure of Artificial Intelligence (AI) Use

IN DEMAND Recruitment & Consulting Inc. may use artificial intelligence (AI)–enabled tools to support certain aspects of our recruitment process, including the screening and assessment of applications. These tools are used to assist with organizing, reviewing, and evaluating candidate information and do not replace human judgment or decision-making.

Executive HR Leadership | Innisfil, ON

IN DEMAND Recruitment & Consulting Inc. is currently assisting a confidential client in their search for a Vice President, Human Resources to join their Executive Leadership Team based in Innisfil, Ontario.

This is an exceptional opportunity for an accomplished HR executive to lead the strategic and operational Human Resources function for a rapidly growing North American organization operating across multiple business units and locations throughout Canada and the United States.

The successful candidate will serve as a trusted business partner to senior leadership, driving organizational effectiveness, workforce strategy, leadership development, culture, talent acquisition, succession planning, and employee engagement while ensuring compliance across a complex multi-jurisdictional organization.

If you are a strategic HR leader who enjoys partnering with executives, leading transformational change, and building high-performing teams, this is an outstanding opportunity to make a significant impact within a well-established and growing organization.

POSITION OVERVIEW

Reporting to Executive Leadership, the Vice President, Human Resources is responsible for providing both strategic direction and operational leadership for the organization’s Human Resources function across multiple business units, supporting more than 700 employees across North America.

This executive leadership role will oversee all aspects of Human Resources, including workforce planning, talent acquisition, leadership development, organizational design, employee relations, compensation, compliance, succession planning, change management, and culture development while aligning people strategies with the organization’s long-term business objectives.

KEY RESPONSIBILITIES

Executive HR Leadership

• Serve as the organization’s senior Human Resources leader and trusted advisor to Executive Leadership.
• Develop and execute enterprise-wide HR strategies that support business growth and operational excellence.
• Lead, mentor, and develop a high-performing Human Resources team across multiple business units.
• Foster a culture of accountability, collaboration, innovation, and employee engagement.
• Represent Human Resources at Executive Leadership meetings while providing strategic recommendations that support organizational objectives.

Talent Strategy & Organizational Development

• Develop long-term workforce planning strategies aligned with business growth and operational needs.
• Lead executive talent acquisition, succession planning, leadership development, and employee development initiatives.
• Build a high-performing recruitment strategy that attracts and retains exceptional talent.
• Design and implement organizational development programs that strengthen leadership capability and employee engagement.
• Partner with business leaders to identify organizational capability gaps and implement sustainable solutions.

Culture, Employee Relations & Change Management

• Champion a positive, inclusive, and high-performance workplace culture across all locations.
• Lead employee engagement initiatives that strengthen retention and organizational performance.
• Provide executive leadership on complex employee relations matters, investigations, and conflict resolution.
• Lead organizational change initiatives including restructuring, acquisitions, integrations, and workforce transformation.
• Coach senior leaders on leadership effectiveness, performance management, and employee development.

HR Operations, Compliance & Risk Management

• Ensure compliance with Canadian and U.S. employment legislation and regulatory requirements.
• Oversee HR policies, procedures, governance, and risk management practices.
• Develop people strategies that balance business objectives with employee experience.
• Utilize HR metrics and workforce analytics to drive informed business decisions.
• Ensure Human Resources programs support organizational effectiveness while mitigating legal and operational risk.

Business Partnership

• Collaborate closely with Operations, Finance, Executive Leadership, and business unit leaders to align HR initiatives with organizational goals.
• Provide strategic guidance on organizational structure, workforce planning, compensation, and business transformation.
• Partner with leadership to support continued business growth across North America.

QUALIFICATIONS

Required

• Bachelor’s Degree in Human Resources, Business Administration, or a related discipline.
• HR professional designation (CHRL, CHRE, or equivalent) preferred.
• Minimum 15 years of progressive Human Resources leadership experience, including executive-level responsibility.
• Demonstrated success leading Human Resources within a multi-site North American organization.
• Strong knowledge of Canadian and U.S. employment legislation, compliance, and labour practices.
• Proven experience developing workforce strategies that support organizational growth and transformation.
• Strong executive presence with exceptional relationship-building, communication, and influencing skills.
• Experience leading organizational change, workforce planning, leadership development, and succession planning.
• Strong analytical capabilities with experience utilizing HR metrics and workforce data to drive business decisions.

Preferred

• Experience within manufacturing, industrial, heavy equipment, dealership, distribution, or service-based organizations.
• Experience supporting mergers, acquisitions, organizational integration, or significant business transformation initiatives.
• Bilingual English/French considered an asset.

WHAT OUR CLIENT IS LOOKING FOR

• Strategic Human Resources executive with strong business acumen.
• Collaborative leader who builds trust and credibility across all levels of the organization.
• Experienced executive capable of balancing strategic vision with operational execution.
• Passionate people leader committed to developing talent and building high-performing teams.
• Strong change leader who thrives in fast-paced, growth-oriented environments.
• Data-driven decision maker with a continuous improvement mindset.
• Executive partner capable of influencing organizational strategy while delivering measurable business results.

WHY CONSIDER THIS OPPORTUNITY?

• Join the Executive Leadership Team of a respected North American organization experiencing continued growth.
• Lead Human Resources strategy across multiple business units throughout Canada and the United States.
• Influence organizational culture, workforce strategy, and long-term business success.
• Work alongside a collaborative executive leadership team committed to operational excellence.
• Competitive executive compensation package including:
  • Base salary: $200,000–$260,000 CAD
  • Annual bonus opportunity
  • Comprehensive employer-paid benefits
  • Employer-matched retirement savings program
  • Long-term executive career growth opportunities.

APPLY TODAY

Qualified and interested applicants are encouraged to apply in confidence by submitting their MS Word resume to: info@indemand.ca

ONLY QUALIFIED CANDIDATES WILL BE CONTACTED

Disclosure of Artificial Intelligence (AI) Use

IN DEMAND Recruitment & Consulting Inc. may use artificial intelligence (AI)-enabled tools to support certain aspects of our recruitment process, including the screening and assessment of applications. These tools are used to assist with organizing, reviewing, and evaluating candidate information and do not replace human judgment or decision-making.