COUNTRY HR MANAGER, AGR USA

Primary Duties:

Leadership & Team Management

• Lead, coach, and develop a team of two HR Managers and two Recruiting Specialists, setting clear priorities, managing performance, and building individual capability.
• Establish team standards for service delivery, responsiveness, and quality across all supported locations.
• Allocate team resources effectively across 80+ sites, ensuring appropriate HR coverage and support for high-priority locations and initiatives.
• Foster a collaborative, accountable team culture aligned to the broader Automotive North America HR organization.
• Adherence to NSG/Pilkington Standards of Business Conduct and its Values and Principles
• Other duties as assigned by manager

HR Compliance & Risk Management

• Ensure consistent adherence to federal, state, and local employment laws across all US locations, including FLSA, FMLA, ADA, and applicable state regulations.
• Oversee the management of workplace investigations — including harassment, discrimination, misconduct, and policy violations — ensuring timely, thorough, and legally sound outcomes.
• Partner with legal counsel as appropriate on complex or high-risk employee relations matters.
• Maintain compliance audit readiness across the region; identify gaps and lead corrective action plans.
• Administer and enforce HR policies consistently, driving process adherence across all locations and leadership levels.

Talent Acquisition & Onboarding

• Direct the regional recruiting strategy for AGR, including salaried, hourly, and leadership roles across 80+ sites.
• Guide and support the Recruiting Specialists in sourcing strategy, pipeline development, offer management, and candidate experience.
• Ensure onboarding programs are consistently executed at all locations, creating a high-quality first experience that accelerates new hire productivity and reduces early attrition.
• Partner with the HR Managers to identify and address location-level staffing gaps proactively.

Talent Development & Performance Management

• Lead the regional execution of corporate talent and performance processes, including annual performance reviews, mid-year check-ins, goal-setting cycles, and calibration sessions.
• Partner with the Regional HR Business Partner and business leadership to identify high-potential talent, succession risks, and development priorities across the region.
• Support the delivery of leadership development initiatives tailored to the warehousing and distribution management population.
• Champion a performance culture that reinforces accountability, recognition, and continuous growth.

HR Strategy & Business Partnership

• Serve as a trusted advisor to the AGR leadership team, translating business priorities into people strategies that drive operational results.
• Provide HR counsel, in partnership with the Regional HR Business Partner, on organizational design, restructuring, workforce planning, and change management as the business evolves.
• Use HR data and metrics (turnover, time-to-fill, engagement, compliance indicators) to identify trends, drive decisions, and communicate impact to leadership.
• Represent the HR function in regional leadership meetings and contribute to the broader Automotive North America HR strategy.

Employee Relations & Culture

• Serve as a senior point of escalation for complex employee relations issues across the region, supporting HR Managers in resolving matters consistently and fairly.
• Build a culture of trust, inclusion, and respect across a highly decentralized workforce.
• Support employee engagement efforts, including pulse surveys, action planning, and follow-through at the regional and location level.

Scope/Dimensions 

• Manages a team of six salaried employees, and will be responsible for providing HR support to approximately 1,000 employees (hourly and salaried)
• The Regional HR Manager AGR will interact with the North America Leadership team for Automotive, other Business Units as needed, and corporate staff leaders, including Legal, Finance, EH&S, HR and Ethics & Compliance

Top 4 Competencies Needed for Success in the Role:

• Empowers and Develops: Promotes a learning culture through coaching, stretch opportunities, sharing expertise and providing honest and helpful feedback
• Engages and Inspires Others: Is a Role Model for the NSG Group’s Vision, Values and Code of Ethics, using them as guideposts for conducting own day-to-day activities
• Decision Making: