HR Manager
Build a Human Resources function for a plant still in its first full year of production, covering staffing, employment, HRIS, payroll, safety and health, team member relations, and training and development, stable enough to run without the founder-stage improvisation that got the plant through its launch.
- Industry
- Automotive
- Location
- Hopkinsville, KY
- Employment
- Full time
What this role is measured on
Build and stabilize a full plant HR function, spanning benefits, compensation, employment, HRIS, payroll, safety, security, staffing, team member relations, and training, within the plant's first full year of production. Establish team member relations systems, involvement meetings, conflict resolution, corrective action, and investigations, that resolve issues at the plant level, measured by grievances closed without third party intervention. Stand up consistent HR policies, practices, and procedures across a workforce scaling from startup headcount toward full production capacity, measured by consistent application and a falling rate of policy related inquiries.
Full job description The complete posting, as the client wrote it
Client: A Tier 1 automotive parts manufacturer, newly launched U.S. plant. Role Title: HR Manager, Plant.
Location: Hopkinsville, Kentucky. Reports To: Senior or General Manager, Plant. Direct Reports: 3 to 12.
Indirect Reports: 0. Why Now: growth. The plant went live in December 2025 and is scaling.
This is a build, not a maintenance hire.
The Mission
Build a Human Resources function for a plant still in its first full year of production, covering staffing, employment, HRIS, payroll, safety and health, team member relations, and training and development, stable enough to run without the founder-stage improvisation that got the plant through its launch.
Performance Objectives
Build and stabilize a full plant HR function, spanning benefits, compensation, employment, HRIS, payroll, safety, security, staffing, team member relations, and training, within the plant's first full year of production.
Establish team member relations systems, involvement meetings, conflict resolution, corrective action, and investigations, that resolve issues at the plant level, measured by grievances closed without third party intervention.
Stand up consistent HR policies, practices, and procedures across a workforce scaling from startup headcount toward full production capacity, measured by consistent application and a falling rate of policy related inquiries.
Build workforce planning and staffing pipelines for both hourly and salaried roles that keep pace with the plant's production ramp, measured by requisitions filled within target cycle time.
Stand up the plant's safety and health program from the ground up, measured by safety and PPE compliance and a downward trend in workers' compensation claims.
Build and own the HR annual budget and business plan for the plant's first full operating year, aligned to overall plant goals.
Fit Traits
Builder, Not Maintainer. Comfortable creating systems where none exist yet, rather than refining what is already running.
Independent Judgment Under Ambiguity. Makes calls without waiting for direction, especially when something breaks off hours.
Cross-Level Communicator. Equally comfortable on the floor and in front of executive staff.
Composure in a Fast-Paced, Multicultural Environment. Stays level when the plant is moving fast and the workforce is diverse.
Discretion and Integrity. Can be trusted with sensitive information without exception.
Requirements
- Must have served in the U.S. Army, U.S. Navy, U.S. Marine Corps, U.S. Air Force, U.S. Coast Guard, U.S. Space Force, U.S. Reserves, or U.S. National Guard.
- Bachelor's degree in HR, Business Administration, or related field, or equivalent experience. Military equivalent: Adjutant General Corps officer training, or hands-on HR leadership gained in a personnel-focused billet such as S1 or Career Counselor.
- 8 or more years HR generalist experience, manufacturing or automotive preferred. Military equivalent: Battalion or Brigade S1, First Sergeant, or Senior Career Counselor managing the full range of personnel actions for a unit of comparable size.
- 4 or more years supervisory experience in a manufacturing environment. Military equivalent: Platoon Sergeant, Company First Sergeant, or Division Officer directly supervising and developing subordinate personnel in a high tempo environment.
- Experience creating and delivering presentations to large groups. Military equivalent: briefing commanders, staff, and formations as an S1, Career Counselor, or senior NCO.
- Working knowledge of federal and state employment law: ADA, FLSA, HIPAA, FMLA, NLRA, Title VII. Military equivalent: direct exposure to the UCMJ, EO complaint processes, and administrative separations through a personnel, legal, or Inspector General billet.
- Ability to manage a safety and health program. Military equivalent: Unit Safety NCO or Safety Officer enforcing safety standards, PPE compliance, and incident reporting across a company or battalion.
Benefits
- Base Salary: $90,000 to $120,000.
- Relocation expenses covered.
- Full medical, dental, vision, 401K, tuition reimbursement.