Human Resources Business Partner

Do you want to work at an organization that is people focused, service minded and results oriented, that offers their customers creative problem solving, progressive solutions, and improved outcome? Then Android Industries may be the place for you. We are committed to a culture of excellence, with a focus on best practices and continuous improvement. We understand that our people are our biggest strength, and we know that world-class service happens because of our capable and valued team members. Whether you are looking for an assembly position or a career in manufacturing management, you can thrive as a member of our team.


JOB SUMMARY:
The Regional People and Culture Manager serves as the senior HR leader for a portfolio of plants, responsible for driving the execution of enterprise people strategies while ensuring strong operational performance, engagement, and compliance at the plant level. This role leads Plant HR Managers and their teams, acts as a strategic partner to Plant Managers, and serves as the primary connector between plant operations and HQ HR Centers of Excellence (COEs).
The role is accountable for building leadership capability, strengthening culture, ensuring consistent application of people processes, and proactively identifying and resolving risks across the region.
DUTIES AND RESPONSIBILITIES:
Regional Leadership & Team Oversight
• Lead, coach, and develop Plant HR Managers and their teams to ensure consistent, high-quality HR delivery across all assigned plants
• Establish clear expectations, accountability, and development plans for plant HR teams
• Provide hands-on support and escalation guidance on complex team member issues, investigations, and leadership challenges
• Ensure strong alignment and consistency in HR practices across the region
Strategic Business Partnership
• Partner closely with Plant Managers and regional leadership to align people strategies with business objectives
• Build strong, trust-based relationships with plant leadership teams to influence decision-making and drive results
• Act as a thought partner on organizational design, workforce planning, and operational challenges
• Provide proactive insights on risks, trends, and opportunities impacting the workforce
People Processes & Talent Management
• Ensure execution and quality of all core people processes, including:
• Talent Reviews, 9-box assessments, and succession planning
• Performance management and development planning
• Compensation planning and benchmarking
• Coach Plant Managers and HR Managers on talent assessment, leadership capability, and succession strategies
• Support the identification and development of high-potential talent across the region
• Lead and ensure consistency in onboarding and development initiatives
Labor Relations & Compliance
• Maintain deep knowledge of union agreements for all assigned plants
• Partner with the Labor Relations team on contract negotiations, strategy, and administration
• Provide guidance on grievances, arbitration preparation, and union interactions
• Ensure compliance with all federal, state, and local employment laws and company policies
• Mitigate legal and employee relations risks through proactive coaching and intervention
Team Member Experience & Culture
• Drive initiatives to improve engagement, retention, and overall team member experience
• Support leaders in building a positive, inclusive, and high-performing culture aligned with company values
• Ensure consistent use of recognition programs and engagement practices
• Partner with Plant and HR leaders to strengthen morale and workplace relationships
Operational Excellence & Daily Management System (DMS)
• Ensure effective implementation and utilization of the Daily Management System (DMS) across all plants
• Drive accountability for issue escalation, problem-solving, and standard work within HR and operations
• Monitor key metrics and ensure action plans are in place to address performance gaps
• Promote data-driven decision-making through the use of dashboards and analytics
Safety Partnership
• Partner with Plant Leadership and the HQ Safety team to support a strong safety culture
• Ensure HR teams are aligned with safety initiatives and reinforce accountability at the plant level
• Support leadership in addressing behavioral and cultural drivers of safety performance
Collaboration with HQ HR Functions
• Build strong partnerships with HR Centers of Excellence (Talent Acquisition, Total Rewards, Learning, Labor, HRIS, etc.)
• Act as the primary liaison to remove roadblocks and ensure plants are supported effectively
• Provide input and feedback on policies, programs, and initiatives to