Human Resources Manager

Who We Are

Johns Manville is a leading manufacturer and marketer of premium-quality insulation and commercial roofing, along with glass fibers and nonwovens for commercial, industrial and residential applications. Our products are used in a wide variety of industries including building products, aerospace, automotive and transportation, filtration, commercial interiors, waterproofing and wind energy.

A proud member of the Berkshire Hathaway family of companies, we serve customers in more than 80 countries around the globe. We are committed to delivering positive and powerful experiences, because we are successful only when our employees and customers thrive. We are passionate, we care about people, we perform at a superior level, and we protect others and our environments.

Pay Range

This is the base salary pay range that an applicant can expect to make upon hire.   Pay within this range will vary based upon relevant experience, skills, and education among other factors. In addition, this position is eligible for an incentive bonus. 

Are you a confident decision-maker who thrives in a fast-paced manufacturing environment?
If you bring professionalism, a firm and decisive approach, and a passion for strong team leadership—plus a great sense of humor—we want you on our team! Join us and be part of a workplace where every day brings energy, collaboration, and a few good laughs.

About Us: The HR Manager will support JM's Richmond, IN Plant. The Richmond, Indiana Facility produces high volumes of quality blow wool insulation for contractors and retail customers. We produce almost 50% of the blowing wool for JM at the Richmond Plant.  The Richmond facility serves all but the western United States market. 100 employees, union - U.A.W. Local #1073

The purpose of the Human Resources Manager role is to design, implement and administer human resources programs for one or more locations and to work with plant leadership teams to meet annual goals. This position works under minimal supervision and reports to the Group HR Manager and has generally has responsibility for 80 union employees.

Your Day to Day:

• Develop and maintain employee relations and engagement practices and programs that promote a positive employee relations environment including but not limited to:
  • Maintaining “open door” policy at the plant
  • Actively listening to and engaging with employees on the plant floor
  • Coordinating community events and employee programs
  • Creating communications
  • Championing diversity and inclusion efforts
  • Investigating and ensuring fair and consistent responses to harassment and discrimination claims, ethics hotline calls, EEOC and /or state charges
  • Coaching and counseling plant leadership and supervisors regarding employee relations issues and discipline
• Facilitate annual HR processes including compensation planning, economic packages, open enrollment, succession planning, and others
• Develops and aligns HR initiatives to the business strategy which includes the ability to identify, analyze, understand and articulate business goals and objectives at the company, plant and business unit level
• Partner with plant leadership to ensure all people’s needs of business are being met including but not limited to:
  • Driving the hourly employee staffing process from the sourcing strategy all the way through on-boarding
  • Developing crew models (provide the data to help make labor decisions)
  • Partnering with EH&S to improve safety performance
  • Creating communication plans
  • Determining training needs and managing training logistics
  • Planning and executing layoffs and curtailments
• Ensure compliance with state and federal employment regulations and company policies.
• Lead or participate in company-wide HR projects that deliver results across businesses and geographies
• Will also be responsible for administering the collective bargaining agreement (CBA), participating in the development of labor strategy and participation in contract negotiations, and addressing union related issues through grievance resolution or arbitration
• May be responsible for direct supervision of HR generalists or services specialists.
• May be required to perform other related duties as assigned

What You Bring to the Team:

• Bachelor’s degree with a minimum 5 years in a human resources role (will consider no Bachelor’s degree if minimum of 10 years in a human resource role).  Minimum of 1-year human resources experience in manufacturing or similar environment.
• Strong ability to communicate efficiently both orally