Ready to own the HR function, shape a growing operation, and make a visible impact?
We are looking for a resourceful, team-member-focused HR leader who is energized by building relationships, solving problems, and turning ideas into action. You will join an all-star team at a growing facility with a strong foundation—and significant opportunity to take the people function, leadership capability, and team-member experience to the next level.

Why This Opportunity Stands Out

· Own the plant HR agenda. Serve as the lead HR partner for the facility and directly influence staffing, retention, engagement, leadership capability, and business performance.

· Build on a strong foundation. Step into a growing operation where the fundamentals are in place and there is room to create, improve, and elevate.

· Receive close transition support. The current HR leader will remain at the facility in another capacity, providing valuable continuity, context, and hands-on support as you step into the role.

· Join a high-caliber team. Partner with an engaged plant leadership team and a collaborative broader HR team that wants to win together.

· Expand your impact across Revere. Collaborate with HR leaders across the organization, share ideas and best practices, and contribute to broader, higher-level HR projects as capacity allows.

· Be seen and make a difference. This is a highly visible, hands-on role with daily access to leaders and team members across the plant.

What You Will Lead

· Serve as the trusted HR partner to the General Manager and plant leadership team, translating business priorities and workforce data into practical people actions.

· Build strong, credible relationships with team members and frontline leaders through a consistent, approachable presence on the plant floor and across shifts.

· Lead employee relations, investigations, performance management, corrective action, conflict resolution, and organizational change with sound judgment and disciplined follow-through.

· Coach leaders to strengthen communication, accountability, team effectiveness, and leadership capability.

· Drive recruiting, onboarding, workforce planning, retention, internal development, succession planning, and engagement initiatives.

· Own accurate, timely plant HR operations, including employee data, attendance, timekeeping and payroll inputs, leaves, workers’ compensation coordination, and employment changes.

· Use dashboards, workforce trends, and root-cause problem-solving to identify risks, improve decisions, and deliver measurable results.

· Ensure fair, consistent, and compliant employment practices while balancing team-member advocacy and business needs.

· Identify and implement improvements to HR processes, communication, service levels, and the overall team-member experience.