Human Resources Manager

The Human Resources (HR) Manager is responsible to lead and implement HR initiatives across OWI's U.S. manufacturing and distribution operations. Supporting a workforce of over 500 union and non-union employees, this role is responsible for managing a broad range of HR functions, including talent acquisition, employee and labor relations, performance management, training and development, benefits administration support, policy enforcement, and HR compliance. The HR Manager will partner closely with plant managers and operational leaders to align HR practices with organizational goals, drive employee engagement, and ensure consistent, legally compliant execution of HR programs across all sites.

Key Responsibilities

Human Resources Leadership

• Policy Management - interpret Company Policies representing the organization in personnel and employment law compliance related investigations, grievances, and hearings.
• Provide objective and strategic input and guidance to employees at all levels related to policy interpretation and implementation, career development, and general management / employee relationship issues.
• Foster a positive work environment while providing guidance and support to management on HR matters.
• Conducts or participates in special projects and other HR initiatives as needed to meet overall company and department strategic goals and initiatives.
• Partner with the Corporate Human Resources team to deliver HR processes and programs in line with business and company goals.
• Transparent partner by working with managers to determine the appropriate course of action with regard to staffing, hiring, performance management, safety or/or attendance concerns.
• Provide direct HR Business Partner support to locations in Stockton, Phoenix, Prattville, Houston, Riverdale, and Bolingbrook.
• Travel up to 25%

Talent Acquisition and Onboarding

• Partner with the Talent Acquisition team and business partners to identify key roles in staffing with strong candidates to help grow the business.
• Manage the onboarding process for new employees together with the managers, ensuring a smooth introduction to the team and the company.

Employee & Labor Relations

• Serves as an advisor supporting employee investigations and overseeing employee coaching and performance discussions with leaders and key business partners.
• Provides guidance and expert advice to leaders and managers on employee relations issues, including union grievances. Serves as a trusted advisor to employees and managers on HR-related matters. Manages employee relations including conducting investigations and developing solutions that result in timely conflict resolution, and grievances processes.
• Manages employee relations including conducting investigations and developing solutions that result in timely conflict resolution, and grievances processes.

Performance Management and Development

• Recommends, evaluates, and participates in Performance Management for field leaders and hourly incumbents.
• Manage talent development programs with vendors and lead the coordination and creation of in-house training and development programs.
• Supports the performance management cycle, advising and coaching in goal setting, mid-year feedback and year-end performance reviews.
• Coach managers on performance management, feedback, employee development and career pathing.

Engagement and Culture

• Recommends, evaluates, and participates in Performance Management for field leaders and hourly incumbents.
• Manage talent development programs with vendors and lead the coordination and creation of in-house training and development programs.
• Supports the performance management cycle, advising and coaching in goal setting, mid-year feedback and year-end performance reviews.
• Coach managers on performance management, feedback, employee development and career pathing.

Team Leadership

• Manage the activity and development of an HR team of one, influencing business partners to make sound decisions and address the needs of the business.

Qualifications

• Bachelors degree in Human Resources, Business Administration, or a related field required.
• Minimum of 7 years of progressive HR experience; experience in a manufacturing or distribution environment preferred.
• Demonstrated experience in both union and non-union environments strongly preferred.
• Solid understanding of employment laws, HR compliance, and labor relations.
• Strong verbal and written communication skills, with the ability to influence and build relationships at all organizational levels.
• Experience with Dayforce or similar HRIS platforms is preferred.
• Bilingual English/Spanish language skills are a plus.
• Must maintain the highest level of discretion in handling confidential matters.

Old World Industries is among the largest privately held companies competing in the automotive aftermarket today. Built upon a 50-year history of ingenuity, the Northbrook, Illinois-based company is transforming the automotive, commercial and chemical industries that keep the world moving forward. Old World's brands include a full line of PEAK Performance Automotive Aftermarket Products including Antifreeze/Coolant, Washer Fluid, Lighting and Wiper Blades; BlueDEF Diesel Exhaust Fluid and Equipment; FINAL CHARGE PRO-SERIES Heavy Duty Extended Life Coolant, Fleet Charge SCA Precharged Heavy Duty Coolant and Thermal Charge Heat Transfer Fluid.

This opportunity offers a competitive benefits package including:

• Medical, dental, and vision coverage with wellness benefits
• Company-matching 401(k) plan
• Company-paid life insurance and accidental death & dismemberment benefits
• Company-paid long-term care coverage
• Company-paid disability
• Flexible spending and health savings accounts
• Company-paid employee assistance program