This role follows a hybrid work model, offering flexibility to work remotely while coming together in the office in Red Wing, MN on Tuesdays and Wednesdays for collaboration. There may also be occasional in-person "Moments that Matter" and key business needs throughout the year that require additional days in the office. Candidates should live within commuting distance of Red Wing, MN at the time of hire. At Red Wing, regardless of working in roles that are fully remote, onsite, or hybrid, what matters most is working together, staying connected, and putting care into everything we do.
GENERAL PURPOSE OF JOB:
The HR Manager, Supply Chain leads the execution of HR programs and people processes across multiple supply chain sites, while managing a team of HR Business Partners and/or Generalists. This role partners with the Sr. HRBP Manager and operations leaders to translate people strategies into consistent, effective execution across the business. Serving as a key operational leader and extension of the Sr. HRBP Manager, this position drives alignment, follow-through, and high-quality HR delivery across sites. The role operates as a player/coach, combining team leadership with direct HR business partnership responsibilities.
ESSENTIAL DUTIES AND RESPONSIBILITIES
HRBP Team Leadership & Enablement
- Lead, coach, and develop a team of HR Business Partners/Generalists across multiple locations, providing direction on priorities, workload, and execution of HR initiatives
- Drive consistency in HRBP approach, decision‑making, and overall service delivery, ensuring alignment and coordination across sites to deliver a consistent employee and leader experience
- Support development of HRBP capability, including coaching on employee relations, leader support, and problem‑solving
HR Business Partnership
- Partner with the Sr. HRBP Manager and business leaders to translate HR strategies into actionable plans and ensure consistent execution across Supply Chain and the organization, where applicable
- Serve as a direct HR partner to assigned leaders, providing guidance on employee relations, performance management, engagement, and team effectiveness
- Coach and support leaders through people management, organizational change, and workforce planning, ensuring alignment with operational goals and strategy
- Own the implementation and follow‑through of key HR programs and processes, identifying and addressing execution gaps as needed
- Leverage HR metrics, insights, and employee feedback to inform decisions, improve workforce outcomes, ensure compliance, and promote a consistent, positive employee experience
Employee Relations & Labor Relations
- Lead and support complex employee and labor relations matters, including investigations and conflict resolution
- Ensure consistent and compliant handling of employee issues across sites
- Support union‑represented environments, including interpretation and administration of collective bargaining agreements, and grievance management and resolution
- Partner with leaders and union representatives to maintain effective working relationships
- Support bargaining preparation and leader readiness as needed