Sr Human Resources Manager
Hyve Solutions, Nevada, MO, United States
Senior Strategic HR Manager (Plant Operations)
Company:
HYVE Solutions
Department:
Human Resources
Reports To:
Sr. Director, HR
Location:
Las Vegas, Nevada
Industry:
Manufacturing & Engineering
Salary:
$138,300 - $160,000
Position Summary
The Senior Strategic HR Manager – Plant Operations is the lead HR partner for plant leadership, responsible for shaping and executing people strategies that directly impact operational performance, workforce sustainability, and organizational effectiveness. This role blends strategic leadership with deep understanding of manufacturing environments, driving initiatives across workforce planning, leadership capability, culture transformation, and labor strategy. The position requires a highly influential leader who can translate business priorities into scalable people solutions while maintaining strong on-the-ground presence within the plant.
Key Responsibilities
Strategic Leadership & Business Alignment
Partner with Plant Manager and senior leadership to align HR strategy with production, quality, cost, and growth objectives
Serve as a key advisor on organizational design, workforce optimization, and transformation initiatives
Anticipate workforce challenges and proactively develop solutions to support business continuity and scalability
Workforce Strategy & Talent Optimization
Lead long-term workforce planning, including capacity modeling, skills forecasting, and pipeline development
Develop strategies to attract, retain, and optimize critical talent across hourly and salaried populations
Drive initiatives to improve workforce productivity, retention, and engagement
Organizational Effectiveness & Change Management
Design and implement organizational structures that enhance efficiency and agility
Lead change management efforts related to automation, process improvement, or restructuring
Partner with leadership to drive continuous improvement and operational excellence
Leadership Development & Succession Planning
Build leadership capability at all levels, with emphasis on frontline supervisors and plant leadership
Identify and develop high-potential talent and succession pipelines for critical roles
Coach leaders on performance management, team effectiveness, and employee engagement
Employee & Labor Relations Strategy
Provide strategic oversight and governance of employee relations practices
Lead resolution of complex, high-risk employee relations matters
Support labor strategy including collective bargaining, contract administration, and proactive union engagement (if applicable)
Implement proactive strategies to reduce ER risk and strengthen workplace culture
Culture, Engagement & Inclusion
Champion a high-performance, accountable, and safety-first culture
Lead engagement strategies tailored to plant dynamics (multi-shift workforce, diverse populations)
Drive inclusion and belonging initiatives that enhance workforce cohesion and retention
Compliance, Safety & Risk Management
Ensure compliance with all applicable labor laws and regulations
Partner with EHS teams to reinforce a strong safety culture
Identify organizational risks and implement mitigation strategies
HR Analytics & Business Insights
Leverage data and analytics to inform decision‑making and measure HR impact
Provide insights on key metrics such as turnover, absenteeism, labor costs, and productivity
Use data to drive continuous improvement in people strategies
Qualifications
Education & Experience
Bachelor’s degree in Human Resources, Business, or related field (Master’s preferred)
8 – 10+ years of progressive HR experience, with significant experience in manufacturing or plant environments
Demonstrated success in a strategic HR leadership or HRBP role supporting operations
Core Competencies
Strong business and financial acumen with understanding of plant metrics (e.g., OEE, throughput, labor efficiency)
Proven ability to influence senior leaders and drive strategic initiatives
Expertise in workforce planning, organizational design, and talent management
Deep knowledge of employee and labor relations
Data‑driven mindset with strong analytical capability
Preferred Qualifications
Experience in unionized manufacturing environments
HR certification (e.g., SHRM‑SPC, SPHR)
Experience supporting multi‑site operations or large‑scale plants
Key Performance Indicators (KPIs)
Workforce productivity and labor cost optimization
Retention of critical and high‑skill roles
Leadership bench strength and succession readiness
Employee engagement and culture metrics
Reduction in employee relations risk and compliance issues
Safety performance in partnership with EHS
Role Impact
This role is pivotal in enabling plant success by ensuring that workforce strategy, leadership capability, and organizational design are aligned with operational goals. The Senior Strategic HR Manager directly influences productivity, culture, and long‑term business performance.
@HYVE Solutions , we believe employees are our greatest asset and we empower them to make a difference in our business. Diversity and inclusion make us all better. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.
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Company:
HYVE Solutions
Department:
Human Resources
Reports To:
Sr. Director, HR
Location:
Las Vegas, Nevada
Industry:
Manufacturing & Engineering
Salary:
$138,300 - $160,000
Position Summary
The Senior Strategic HR Manager – Plant Operations is the lead HR partner for plant leadership, responsible for shaping and executing people strategies that directly impact operational performance, workforce sustainability, and organizational effectiveness. This role blends strategic leadership with deep understanding of manufacturing environments, driving initiatives across workforce planning, leadership capability, culture transformation, and labor strategy. The position requires a highly influential leader who can translate business priorities into scalable people solutions while maintaining strong on-the-ground presence within the plant.
Key Responsibilities
Strategic Leadership & Business Alignment
Partner with Plant Manager and senior leadership to align HR strategy with production, quality, cost, and growth objectives
Serve as a key advisor on organizational design, workforce optimization, and transformation initiatives
Anticipate workforce challenges and proactively develop solutions to support business continuity and scalability
Workforce Strategy & Talent Optimization
Lead long-term workforce planning, including capacity modeling, skills forecasting, and pipeline development
Develop strategies to attract, retain, and optimize critical talent across hourly and salaried populations
Drive initiatives to improve workforce productivity, retention, and engagement
Organizational Effectiveness & Change Management
Design and implement organizational structures that enhance efficiency and agility
Lead change management efforts related to automation, process improvement, or restructuring
Partner with leadership to drive continuous improvement and operational excellence
Leadership Development & Succession Planning
Build leadership capability at all levels, with emphasis on frontline supervisors and plant leadership
Identify and develop high-potential talent and succession pipelines for critical roles
Coach leaders on performance management, team effectiveness, and employee engagement
Employee & Labor Relations Strategy
Provide strategic oversight and governance of employee relations practices
Lead resolution of complex, high-risk employee relations matters
Support labor strategy including collective bargaining, contract administration, and proactive union engagement (if applicable)
Implement proactive strategies to reduce ER risk and strengthen workplace culture
Culture, Engagement & Inclusion
Champion a high-performance, accountable, and safety-first culture
Lead engagement strategies tailored to plant dynamics (multi-shift workforce, diverse populations)
Drive inclusion and belonging initiatives that enhance workforce cohesion and retention
Compliance, Safety & Risk Management
Ensure compliance with all applicable labor laws and regulations
Partner with EHS teams to reinforce a strong safety culture
Identify organizational risks and implement mitigation strategies
HR Analytics & Business Insights
Leverage data and analytics to inform decision‑making and measure HR impact
Provide insights on key metrics such as turnover, absenteeism, labor costs, and productivity
Use data to drive continuous improvement in people strategies
Qualifications
Education & Experience
Bachelor’s degree in Human Resources, Business, or related field (Master’s preferred)
8 – 10+ years of progressive HR experience, with significant experience in manufacturing or plant environments
Demonstrated success in a strategic HR leadership or HRBP role supporting operations
Core Competencies
Strong business and financial acumen with understanding of plant metrics (e.g., OEE, throughput, labor efficiency)
Proven ability to influence senior leaders and drive strategic initiatives
Expertise in workforce planning, organizational design, and talent management
Deep knowledge of employee and labor relations
Data‑driven mindset with strong analytical capability
Preferred Qualifications
Experience in unionized manufacturing environments
HR certification (e.g., SHRM‑SPC, SPHR)
Experience supporting multi‑site operations or large‑scale plants
Key Performance Indicators (KPIs)
Workforce productivity and labor cost optimization
Retention of critical and high‑skill roles
Leadership bench strength and succession readiness
Employee engagement and culture metrics
Reduction in employee relations risk and compliance issues
Safety performance in partnership with EHS
Role Impact
This role is pivotal in enabling plant success by ensuring that workforce strategy, leadership capability, and organizational design are aligned with operational goals. The Senior Strategic HR Manager directly influences productivity, culture, and long‑term business performance.
@HYVE Solutions , we believe employees are our greatest asset and we empower them to make a difference in our business. Diversity and inclusion make us all better. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.
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