Job Description Summary

The Senior HR Site Leader will be a secondee to the joint venture and it is the most senior HR professional on-site. The role will serve as the HR leader of record for the full JV employee population (200+ employees). Operating with a high degree of independence — reflective of the JV structure and MPP's remote location — this individual leads an on-site HR team of two HR staff and is accountable for the full HR operating model: payroll, recruitment, compensation and benefits, employee relations, investigations, supplier and provider management, and community partnerships. The role requires a self-sufficient, hands-on HR leader who will be responsible for the entire human resources function, including all strategic and operational human functions, and other matters generally in scope of a chief human resources offices, including compensation and benefits, employment-related regulations, immigration and all other human resources compliance as required by Law, in all cases, as operating on a standalone basis.

Job Description

Roles and Responsibilities

JV HR Leadership & Independent Operation

• Act as the sole HR authority on-site; operate with significant autonomy given the JV structure and remote operations
• Lead, develop, and manage a team of 2 HR staff, setting clear priorities and providing day-to-day coaching and guidance.
• Provide strategic HR counsel to the MPP leadership team on workforce matters, people risk, and compliance obligations.
• Build and maintain a fit-for-purpose HR operating model that functions independently of JV Parent Companies’ corporate HR infrastructure where appropriate.
• Acts as the main HR point of contact managing communications with the JV Board of Directors including strategic HR recommendations, and other HR operational updates.

Payroll

• Own end-to-end payroll accountability for ~200+ employees, administered through Paylocity.
• Ensure payroll accuracy, compliance with Montana state and federal wage and hour laws, and timely processing across bi-weekly and salaried cycles.
• Manage payroll vendor relationship and any system changes or upgrades; serve as escalation point for employee payroll queries.

Recruitment & Talent Acquisition

• Lead full-cycle recruitment for the MPP site — from job scoping through offer — across manufacturing, engineering, and operational roles.
• Build and sustain a local talent pipeline in partnership with Montana Tech, Highlands College, and other regional educational institutions in Butte and the wider Big Sky region.
• Develop MPP's employer brand in the local market; represent MPP at job fairs, apprenticeship programmes, and community hiring events.
• Own and manage Paylocity ATS and any third-party recruitment suppliers, holding them to clear SLA and quality standards.

Compensation & Benefits

• Own the site compensation framework — including base pay structures, shift differentials, and annual review cycles — ensuring market competitiveness for a remote Montana manufacturing environment.
• Manage benefits programmes (health, dental, vision, 401k, EAP, and any JV-specific benefits), including open enrolment, employee education, and vendor management.
• Conduct pay equity reviews and advise leadership on compensation decisions for new hires and promotions in line with JV budget and governance.

HR Supplier & Provider Management

• Own and manage all HR-related supplier and provider relationships — including benefits brokers, insurance carriers, staffing agencies, background screening, and EAP providers.
• Ensure supplier compliance with applicable employment law and JV data handling standards.

Employee Relations Strategy

• Build and own a proactive employee relations strategy.
• Serve as the primary point of contact for employees and managers on all ER matters, including grievances, policy interpretation, disciplinary processes, and accommodation requests.
• Track ER trends across the site; present regular ER health indicators to JV leadership with recommended interventions.
• Develop and maintain site HR policies, ensuring they reflect Montana employment law, AS9100D HR requirements, and JV governance obligations.

Workplace Investigations

• Lead and manage workplace investigations — including misconduct, harassment, discrimination, and safety-related HR matters — to a thorough and impartial standard.
• Document findings clearly, ensure appropriate outcomes, and manage associated risk in consultation with JV legal counsel as required.
• Maintain confidentiality throughout investigation processes and coach site leaders on their