Human Resources Manager - Power & Thermal Management

Legrand has an exciting opportunity for a Human Resources Manager to join the Power & Thermal Management division in Nashville, TN. The Human Resources Manager will serve as the senior on-site HR leader for Starline’s new manufacturing plant. This position will build and lead the plant’s HR strategy, infrastructure, and day-to-day employee experience in alignment with business objectives. The role partners closely with plant and functional leadership to develop the workforce, establish a high-performance culture, support operational readiness and growth, and ensure consistent execution in talent acquisition, employee and labor relations, workforce planning, training, performance management, organizational development, compensation, benefits, and legal compliance. Success requires substantial manufacturing experience, sound judgment, strong strategic and communication capabilities, and demonstrated effectiveness supporting an hourly workforce in a fast-paced, dynamic industry. 

Education:    

• Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field; equivalent relevant experience may be considered
• Master’s degree and/or SHRM-SCP, SHRM-CP, SPHR, or PHR certification preferred
• Minimum of 7 years of progressive human resources experience, including experience operating at an HR manager or senior HR business partner level
• Manufacturing experience required, with demonstrated knowledge of plant operations, production environments, and the workforce practices necessary to support safety, quality, delivery, cost, and productivity objectives
• Demonstrated experience supporting and influencing a sizeable hourly manufacturing workforce across multiple shifts in a fast-paced, dynamic industry
• Experience establishing HR processes for a new facility, major expansion, or high-growth operation strongly preferred
• Experience leading workforce planning, high-volume hourly recruiting, employee relations, performance management, organizational change, and leadership development 

Skills/Knowledge/Abilities:  

• Strong business acumen and strategic thinking, with the ability to connect workforce decisions to manufacturing performance and business outcomes.
• Strong written, verbal, presentation, and facilitation skills; able to communicate complex or sensitive information clearly, credibly, and appropriately to hourly employees, leaders, and executives.
• Demonstrated ability to influence at all levels, build trust quickly, provide constructive input, and balance employee advocacy with business requirements.
• Deep understanding of hourly manufacturing workforce practices, shift operations, staffing pressures, attendance management, employee engagement, and production-driven priorities.
• Proven judgment and discretion in high-pressure situations, with the ability to manage ambiguity, competing priorities, sensitive matters, and rapid organizational change.
• Strong analytical and problem-solving skills, including the ability to interpret workforce data, identify root causes, assess risk, and present practical recommendations.
• Thorough knowledge of employment laws and HR practices applicable to manufacturing operations, including wage and hour, employee relations, leave, accommodation, and equal employment requirements.
• Ability to create structure, establish scalable processes, and drive execution in a new, changing, or rapidly growing operation.
• Proficiency with HRIS, applicant tracking, reporting and analytics tools, and Microsoft Outlook, Word, Excel, and PowerPoint.
• Ability and willingness to maintain a regular on-site presence and adapt work hours as needed to support employees and leaders across manufacturing shifts, plant startup milestones, and urgent business needs. 

What Will You Do?

• Serve as a strategic advisor to the Plant Manager and site leadership team, translating business priorities into practical people strategies, workforce plans, and organizational actions.
• Lead the HR workstream for plant startup and ramp-up, including organizational design, staffing models, hiring plans, onboarding, policies, systems, communications, leader readiness, and culture integration.
• Develop and execute short- and long-term HR plans that support safe operations, production goals, quality, customer commitments, cost discipline, employee engagement, and sustainable growth.
• Build and maintain effective relationships with employees and leaders across all shifts through a visible presence on the manufacturing floor, regular listening mechanisms, timely follow-up, and clear, credible communication.
• Own workforce planning and partner with Talent Acquisition and operations leaders to recruit, select, onboard, and retain hourly and salaried talent at the speed and quality required for plant launch and ongoing operations.
• Establish and oversee effective onboarding, skills training, qualification, cross-training, career development, succession planning, and leadership development practices in partnership with operations and functional experts.
• Coach managers and supervisors on leadership effectiveness, performance expectations, employee engagement, accountability, policy application, conflict resolution, and difficult workplace conversations.
• Lead employee relations matters, including prompt and objective investigations, corrective action, complaint resolution, equal employment opportunity and harassment concerns, and appropriate documentation and follow-through.
• Develop and execute a plant communication strategy that keeps employees informed, reinforces business priorities and culture, supports organizational change, and equips leaders to communicate consistently across shifts.
• Partner with Environmental Health and Safety and operations leaders to reinforce a strong safety culture and ensure that people practices support safe work behaviors, attendance, training, and accountability.
• Ensure compliance with federal, Tennessee, and local employment requirements and company policies, including wage and hour, leave and accommodation, recordkeeping, posting, and required training obligations.
• Administer and guide leaders and employees on compensation, benefits, attendance, leave, accommodation, performance management, and other HR programs in partnership with HR Centers of Excellence.
• Use HR metrics and operational data—including staffing, turnover, absenteeism, overtime, vacancies, time to fill, engagement, and employee relations trends—to identify risks, recommend solutions, and measure results.
• Manage site HR priorities, resources, vendors, and projects with appropriate urgency, discipline, and follow-through; provide direction to HR team members as the function grows.
• Represent the plant in enterprise HR initiatives and complete other duties and special projects as assigned by management.