HR Manager, Petersen Ind.

Working Conditions:

 

The physical demands described here are representative of those that must be met by an employee to perform the essential functions of the job successfully.  Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

 

Work is performed in an office environment, with occasional walking in and around a manufacturing plant. May be required to travel 20-40% of time by automobile and/or common air carrier with overnight stays required. Travel may be frequent and occasionally at short notice. Able to work irregular and/or extended hours including weekends and holidays as needed.

Qualifications

Position Summary:   

 

Reporting to the Sr. Director of Division HR, the Human Resources Manager serves as a key strategic partner to the Operating Company President and senior leadership team. This role is responsible for leading all facets of human capital strategy, organizational effectiveness, and workforce planning within a high-performance, high-complexity environment. 

Acting as a business advisor, this individual will drive alignment between operational goals and people strategy, ensuring the organization has the right talent, structure, culture, and capabilities to compete and thrive. The role requires exceptional leadership, strong business acumen, the ability to influence at all levels, and a passion for coaching and developing others. 

 

Essential Functions of the Job: 

Strategic HR Leadership 

• Serve as the senior-most HR leader at the site and a core member of the local leadership team. 

• Translate business strategies into actionable HR plans that drive productivity, engagement, and operational success. 

• Provide thought partnership to the President and leadership team on people-related decisions, organizational structure, and culture. 

• Develop and lead workforce planning strategies that align talent supply with business demand across hourly, salaried, and leadership roles. 

• Identify organizational capability gaps and create plans to address future talent and skill needs through development, recruitment, or succession strategies. 

Business Partnership & Influence 

• Operate as a trusted advisor and coach to leaders at all levels, including peers, subordinates, and superiors. 

• Ask the right questions, challenge conventional thinking, and guide leaders to make better people and business decisions. 

• Lead complex change initiatives, helping leaders navigate organizational transformation with clarity and empathy. 

• Drive alignment and accountability around performance expectations, behavioral standards, and leadership effectiveness. 

 

Talent Development & Organizational Effectiveness 

• Build a talent development culture by designing and executing strategies for skill-building, career growth, and leadership readiness. 

• Support talent development planning processes by identifying high-potential employees and ensuring robust development plans are in place. 

• Champion inclusion and employee engagement strategies that enhance workplace culture, reduce turnover, and increase discretionary effort. 

• Partner with COEs to implement corporate talent and OD initiatives effectively at the plant level. 

Employee Relations & Compliance 

• Provide leade