Manager Human Resources

Job Overview

The Human Resources Manager has responsibility for leading the Human Resources function at the plant level within a unionized manufacturing environment. This role partners closely with plant leadership and serves as an active member of the management team, providing strategic and hands-on HR leadership for 700+ employees.

The HR Manager oversees all aspects of the HR function, including labor relations, grievance administration, contract interpretation, performance management, safety, employee relations, staffing, compensation, benefits, compliance, and workforce planning. Success in this role requires demonstrated experience working directly with union leadership and navigating complex employee relations matters while maintaining alignment with company policies and business objectives.

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A Day In The Life

Every day at Hubbell is different and you’ll contribute in many ways. On any given day, you’ll make a difference by: 

• Working in conjunction with the Directors of other Divisions and Shared Services HR departments to develop and/or implement HR policies, practices and systems that conform to related corporate standards and meet the needs of the Division.   
• Partnering with plant leadership and Shared Services HR to implement HR policies, practices, and programs consistent with corporate standards while addressing site-specific needs. 
• Serving as the primary point of contact for union leadership, managing day-to-day labor relations, contract interpretation, and grievance resolution. 
• Leading and administering the grievance and disciplinary process, including investigations, documentation, meetings, and arbitration preparation as needed. 
• Communicating and explaining Company HR policies and practices to managers and employees of the Division and subordinate HR staff.   
• Developing staffing plans and forecasts, succession plans, directs recruiting actions, and manages reductions in force.   
• Identifying training and development needs in the Division and assisting the Director of Organizational Development to implement programs and identify appropriate participants.   
• Developing and implementing programs to maintain positive employee relations and to build relationships with local communities and business/educational institutions.   
• Studying trends in employment legislation, compensation and other fields related to HR in order to anticipate future issues and opportunities for the business.   
• Conducting investigations into employee complaints and grievances, ensuring fair and consistent resolution. 
• Maintaining compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. 
• Handling employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. 

What will help you thrive in this role?

• Bachelor’s degree in Human Resources, Business Administration, Management, or a related field (required).
• Master’s degree or equivalent experience preferred.
• Five to seven years of progressive HR leadership experience, preferably in a manufacturing or distribution environment.
• Proven experience leading HR in a unionized environment, including grievance handling, contract administration, arbitration support, and labor negotiations (required).
• Strong working knowledge of employment law, labor relations best practices, and compliance requirements.
• Demonstrated ability to conduct employee investigations and resolve complex employee relations issues with consistency and sound judgment.
• Strong consulting, influencing, and negotiation skills across HR disciplines, including recruiting, talent management, performance management, organizational design, and compensation.
• Effective time management and the ability to prioritize competing demands in a fast-paced environment.
• Experience with HRIS systems such as SAP SuccessFactors or similar platforms.
• Professional HR certifications (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
• Results-oriented mindset with strong interpersonal and communication skills to build trust with leaders, employees, and union partners.