Director of Human Resources

Role Summary

The Director of Human Resources – Manufacturing is a critical site leadership role responsible for building, scaling, and executing all HR strategy and operations for a new, startup manufacturing facility in Perry, GA. This leader will build and lead a site HR team of four and serve as a hands-on business partner to plant leadership during a period of rapid monthly headcount growth.

This role requires a builder’s mindset and high personal ownership. The Director must develop HR infrastructure from the ground up while simultaneously executing day-to-day HR work to support production ramp and workforce stability. Success requires comfort operating in ambiguity, strong execution discipline, and the ability to sustain a high level of intensity during the facility’s startup phase.

This is a full time onsite role in Perry, GA.

Key Responsibilities

Workforce Strategy, Hiring & Retention

• Develop and execute a multi-year workforce plan aligned with plant ramp-up, production volumes, and operational readiness.
• Lead and drive timely, high-quality hiring to support production ramp across manufacturing, maintenance, engineering, quality, and leadership roles.
• Partner closely with Talent Acquisition to define sourcing strategies, recruiting capacity, and execution plans required to meet aggressive hiring timelines.
• Establish and maintain talent pipelines through local community partnerships, workforce development programs, technical schools, and labor organizations.
• Drive actions focused on workforce stability and retention, with specific emphasis on reducing early-tenure attrition during ramp-up.

HR Infrastructure & Operational Execution

• Design, build, and implement core HR infrastructure including policies, procedures, onboarding, performance management, attendance, discipline, employee relations, and offboarding.
• Ensure all HR programs and practices are legally compliant with federal, state, and local employment laws.
• Serve as the primary site owner for employee relations, investigations, and corrective action—handling matters with urgency, consistency, and sound judgment.
• Establish scalable HR processes that support continued growth while maintaining compliance, fairness, and operational effectiveness.

Leadership & Team Development

• Lead, coach, and develop a team of HR professionals, setting clear expectations and building capability to support a fast-paced manufacturing environment.
• Balance strategic leadership with direct, hands-on execution, particularly during the startup phase of the facility.
• Build a culture of accountability, responsiveness, and strong execution within the HR team.

Plant Leadership Partnership & Influence

• Serve as a trusted advisor and strategic partner to the Plant Leadership Team and executive stakeholders.
• Provide guidance on organizational design, workforce planning, employee engagement, and change management in a startup environment.
• Use HR metrics and data to track hiring progress, early-tenure turnover, workforce stability, and engagement; proactively identify risks and implement corrective actions.

Culture, Engagement & Workforce Stability

• Build and reinforce a strong site culture aligned with company values, safety expectations, and operational excellence.
• Lead engagement and retention initiatives focused on stabilizing the workforce during ramp-up and beyond.
• Partner with Training & Development to ensure effective onboarding, skills development, leadership readiness, and internal mobility.

Cross-Functional Collaboration

• Partner with Operations, Safety, Finance, and Training to ensure workforce readiness and production support.
• Lead or support cross-functional initiatives that improve workforce effectiveness, safety culture, and employee experience.
• Ensure HR practices align with the realities of a 24/7 manufacturing operation.