Human Resources Business Partner

Senior Human Resources Manager – Manufacturing PlantLocation: Waco, TexasIndustry: Manufacturing / Industrial OperationsPosition OverviewWe are seeking a highly strategic, business-minded Senior Human Resources Manager to serve as a key member of the plant leadership team for a leading manufacturing organization. This individual will be responsible for driving the site's people strategy while serving as a trusted business partner to the Plant Manager and operational leadership.The ideal candidate brings a strong foundation in manufacturing HR, exceptional business acumen, and the ability to connect workforce strategies directly to operational performance and financial results. This role requires more than traditional HR management; we are looking for a proactive leader who understands the financial drivers of a manufacturing operation, leverages data to influence business decisions, and partners closely with site leadership to improve productivity, workforce effectiveness, and overall plant performance.This is a highly visible, hands-on leadership opportunity for an HR professional who can balance strategic planning, operational execution, and employee engagement in a dynamic manufacturing environment.Key ResponsibilitiesStrategic HR Leadership & Business PartnershipServe as a strategic advisor and trusted business partner to the Plant Manager and site leadership team, aligning people strategies with business objectives, operational priorities, and financial performance.Participate actively in plant leadership meetings, business reviews, strategic planning, and operational decision-making.Translate business objectives into actionable HR strategies that improve workforce capability, organizational effectiveness, and site performance.Partner with functional leaders to identify organizational challenges, assess talent needs, and develop solutions that support operational excellence.Provide thoughtful, data-driven recommendations and constructively challenge leadership decisions when necessary.Lead organizational design, workforce planning, succession planning, and change management initiatives to support evolving business needs.Establish credibility at all levels of the organization, from frontline employees to senior executives.Financial Acumen & Operational PerformanceDevelop a strong understanding of the plant's financial performance, operating budget, labor costs, productivity expectations, and key business drivers.Partner with the Plant Manager, Finance, and Operations leadership to evaluate workforce costs and their impact on profitability, operating margins, and overall site performance.Analyze direct and indirect labor expenses, overtime, staffing levels, turnover costs, absenteeism, and workforce utilization to identify opportunities for improvement.Support labor budgeting, headcount forecasting, workforce modeling, and cost optimization initiatives.Evaluate the financial implications of hiring decisions, compensation changes, organizational structures, and workforce investments.Partner with operational leaders to identify workforce-related opportunities to improve efficiency, reduce costs, and maximize productivity without compromising safety, quality, or employee engagement.Use financial and operational insights to develop proactive HR solutions that support the plant's short- and long-term business objectives.KPI Management, Workforce Analytics & Business InsightsEstablish, monitor, and analyze key HR and operational metrics to evaluate workforce effectiveness and organizational health.Partner with site leadership to develop actionable plans addressing performance gaps and emerging workforce trends.Track and report on critical metrics, including:Labor cost as a percentage of production or revenueOvertime utilization and labor efficiencyEmployee turnover, retention, and associated costsAbsenteeism and attendance trendsHeadcount, staffing productivity, and workforce capacityTime-to-fill and hiring effectivenessEmployee engagement and workforce stabilityTraining effectiveness, skills development, and succession readinessDevelop dashboards, scorecards, and reporting tools that provide meaningful insights to plant leadership.Present workforce trends, risks, and recommendations during leadership reviews and operational planning meetings.Use data to move beyond reactive HR management and drive measurable improvements in plant performance.Plant HR Operations & Employee RelationsProvide leadership and oversight across core HR functions, including employee relations, performance management, talent acquisition, compensation, compliance, and employee development.Build strong relationships with frontline employees, supervisors, and operational leaders through a visible, engaged presence on the manufacturing floor.Partner with leadership to proactively address employee relations challenges, performance concerns, and organizational issues.Ensure consistent application of HR policies, employment practices, and applicable federal, state, and local regulations.Coach managers on effective leadership, accountability, communication, and employee engagement.Lead complex employee relations matters, investigations, and conflict resolution with sound judgment and professionalism.Support a culture of safety, continuous improvement, operational discipline, and employee accountability.Talent Management & Organizational EffectivenessPartner with site leadership to assess organizational capability and identify critical talent gaps.Develop workforce and succession plans to support business continuity, operational growth, and leadership development.Strengthen frontline leadership effectiveness through coaching, development, and performance management.Partner with Operations to identify skill gaps and develop training strategies that improve workforce capability and productivity.Lead employee engagement, retention, and culture initiatives that positively influence workforce stability and business performance.Support organizational transformation, process improvement, and change management initiatives.QualificationsBachelor's degree in Human Resources, Business Administration, or related field required; advanced degree or HR certification preferred.8–12+ years of progressive HR experience, including significant HR leadership experience within a manufacturing, industrial, aerospace, automotive, or similarly complex operational environment.Proven success serving as a strategic HR business partner to Plant Managers, General Managers, and senior operations leaders.Strong financial and business acumen, including an understanding of plant P&L drivers, labor budgets, operating expenses, productivity, and cost management.Demonstrated ability to analyze workforce data, operational KPIs, and financial metrics to influence leadership decisions and drive measurable business results.Experience developing workforce plans, managing labor costs, and aligning staffing strategies with production demands.Strong employee relations expertise and experience supporting large hourly workforces in fast-paced manufacturing environments.Proven ability to influence senior leadership, challenge assumptions, and provide strategic recommendations with confidence and credibility.Experience supporting organizational change, continuous improvement, and operational excellence initiatives.Excellent analytical, communication, problem-solving, and executive presentation skills.Ability to balance strategic business partnership with hands-on HR leadership and operational execution.Experience leading and developing HR team members preferred.