Director, HR Operations (Industrial Manufacturing)
KMKnyc, Little Rock, AR, United States
A large industrial manufacturing organization in Little Rock is seeking a
Head of HR Operations
to lead people strategy, workforce planning, and HR transformation across a 24/7, multi‑shift, non‑union environment. This is a high‑impact role overseeing a substantial hourly and salaried workforce, with a
significant staffing expansion planned
as the company enters its next phase of growth.
The HR leader will oversee a team of 8 HR professionals, providing direction, structure, and oversight support across all shifts.
The Role The Head of HR Operations will serve as the senior‑most HR leader on site, responsible for stabilizing, scaling, and modernizing HR operations in a fast‑moving industrial environment. This includes workforce planning, employee relations, supervisor coaching, compliance, and building the HR infrastructure needed to support a major organizational ramp‑up.
This role requires a
hands‑on operator
who thrives in complexity, understands the realities of a large hourly workforce, and can lead HR through a period of significant transformation.
What You'll Do
Lead and develop a team of
8 HR professionals
across generalist, recruiting, and operations functions.
Serve as the primary HR partner to plant leadership, operations, and safety.
Maintain a strong, visible presence across all three shifts in a 24/7 environment.
Workforce Planning & Expansion
Build and execute a
high‑volume hiring strategy
to support a major workforce ramp‑up.
Partner with operations to forecast labor needs and staffing models.
Oversee scalable processes for recruiting, onboarding, and training.
Employee Relations & Culture
Lead employee relations across a large hourly and salaried population.
Coach supervisors on performance, attendance, corrective action, and communication.
Build trust with employees through consistent visibility and engagement.
Support a culture of safety, accountability, and operational excellence.
HR Operations & Process Improvement
Assess current HR processes and implement structure where needed.
Standardize policies, procedures, and documentation.
Improve HR reporting, metrics, and data accuracy.
Drive continuous improvement initiatives across HR and operations.
What You'll Need
10+ years of HR leadership experience in
manufacturing, industrial, or heavy‑industry environments .
Experience managing
large hourly populations
in a multi‑shift, 24/7 operation.
Proven success leading
major workforce expansions or plant ramp‑ups .
Strong employee relations, compliance, and plant‑floor leadership skills.
Demonstrated ability to lead and develop an HR team.
Steady, confident leadership style with strong communication skills.
Ability to operate in fast‑moving, resource‑lean environments.
Ideal Candidate Profile You are a
hands‑on HR operator
who thrives in complexity and scale. You’ve led HR in environments where the workforce is large, the pace is fast. You know how to build structure, drive accountability, and support both hourly and salaried employees with clarity and consistency. You’ve managed major ramp‑ups before — and you know how to do it without losing control of compliance, culture, or communication.
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Head of HR Operations
to lead people strategy, workforce planning, and HR transformation across a 24/7, multi‑shift, non‑union environment. This is a high‑impact role overseeing a substantial hourly and salaried workforce, with a
significant staffing expansion planned
as the company enters its next phase of growth.
The HR leader will oversee a team of 8 HR professionals, providing direction, structure, and oversight support across all shifts.
The Role The Head of HR Operations will serve as the senior‑most HR leader on site, responsible for stabilizing, scaling, and modernizing HR operations in a fast‑moving industrial environment. This includes workforce planning, employee relations, supervisor coaching, compliance, and building the HR infrastructure needed to support a major organizational ramp‑up.
This role requires a
hands‑on operator
who thrives in complexity, understands the realities of a large hourly workforce, and can lead HR through a period of significant transformation.
What You'll Do
Lead and develop a team of
8 HR professionals
across generalist, recruiting, and operations functions.
Serve as the primary HR partner to plant leadership, operations, and safety.
Maintain a strong, visible presence across all three shifts in a 24/7 environment.
Workforce Planning & Expansion
Build and execute a
high‑volume hiring strategy
to support a major workforce ramp‑up.
Partner with operations to forecast labor needs and staffing models.
Oversee scalable processes for recruiting, onboarding, and training.
Employee Relations & Culture
Lead employee relations across a large hourly and salaried population.
Coach supervisors on performance, attendance, corrective action, and communication.
Build trust with employees through consistent visibility and engagement.
Support a culture of safety, accountability, and operational excellence.
HR Operations & Process Improvement
Assess current HR processes and implement structure where needed.
Standardize policies, procedures, and documentation.
Improve HR reporting, metrics, and data accuracy.
Drive continuous improvement initiatives across HR and operations.
What You'll Need
10+ years of HR leadership experience in
manufacturing, industrial, or heavy‑industry environments .
Experience managing
large hourly populations
in a multi‑shift, 24/7 operation.
Proven success leading
major workforce expansions or plant ramp‑ups .
Strong employee relations, compliance, and plant‑floor leadership skills.
Demonstrated ability to lead and develop an HR team.
Steady, confident leadership style with strong communication skills.
Ability to operate in fast‑moving, resource‑lean environments.
Ideal Candidate Profile You are a
hands‑on HR operator
who thrives in complexity and scale. You’ve led HR in environments where the workforce is large, the pace is fast. You know how to build structure, drive accountability, and support both hourly and salaried employees with clarity and consistency. You’ve managed major ramp‑ups before — and you know how to do it without losing control of compliance, culture, or communication.
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