Manager Jobs in Grandview, TX (NOW HIRING)

Position Overview

Create a high-touch, personalized HR experience by supporting employees with questions, concerns, and overall engagement.

Partner with employees, leaders, and HR stakeholders to deliver effective people solutions, ensure compliance, and foster a

positive and productive work environment.

Key Responsibilities

Employee Relations & HR Support

• Provide a high-touch, personalized HR experience for employees by addressing questions, concerns, and engagement

needs.

• Partner with employees and management to communicate HR policies, procedures, laws, standards, and government

regulations, providing guidance as appropriate.

• Maintain in-depth knowledge of legal requirements related to employee management, helping reduce legal risks and

ensure regulatory compliance.

• Partner with HR Policy Consultants and Legal as needed on complex matters.

• Work closely with employees, Business HR (BHR), and managers to improve work relationships, build morale, and

increase productivity and retention.

• Partner with the Policy & Investigation Center of Excellence (COE) to support complex employee relations issues and

investigations.

• Conduct exit interviews, analyze attrition trends, and partner with Business HR to develop recommendations for

corrective actions and continuous improvement.

• Identify leadership coaching needs and provide coaching support to leaders and employees.

Talent Management & Leadership Support

• Partner with Business HR on talent management and development initiatives by providing data, analysis, and

implementation support.

• Provide talent and performance management guidance to leaders, including:

o Coaching

o Consultation

o Corrective actions

o Crisis management and employee relations support

• Support onboarding activities in partnership with People Leaders and Onboarding Buddies.

• Collaborate with HR colleagues and leaders on employee compensation matters to ensure alignment with pay-for

performance principles and employee recognition programs.

• Identify opportunities for continuous improvement and partner with COEs to enhance processes, procedures, and

business outcomes.

Labor Relations

• Maintain productive working relationships with union officials and ensure compliance with labor agreements.

• Monitor day-to-day implementation of labor policies related to wages, hours, and working conditions.

• Investigate, respond to, and resolve grievances in accordance with labor contracts.

• Administer hourly and represented employee compensation consistent with union and collective bargaining

agreements.

• Implement local and national labor agreements and participate in negotiations as required.

Manufacturing & Employee Engagement Support

• Support People Involvement initiatives and implementation of the Global Manufacturing System (GMS).

• Serve as an HR consultant for programs that contribute to employee engagement, development, and workplace culture,

including:

o Women of Color (WoC) initiatives

o Diversity, Equity, and Inclusion (DEI) programs

o Employee development programs

o Manufacturing University (MFG University)

o Recognition programs

o Other employee engagement initiatives

Story Behind the Need – Business Group & Key Projects

A team member is currently on sick leave, creating a gap in coverage and the team needs additional

support.

Compelling Story & Candidate Value Proposition

• What makes this role interesting?

This role supports a team that contributes approximately one-third of the corporation's financial

EBIT, giving the position direct exposure to a highly visible and impactful area of the business.

Additionally, this role can provide valuable exposure to different areas of the organization,

potentially opening doors to future career opportunities within the corporation, including the

possibility of direct hire employment.

Candidate Requirements

• Degrees or certifications required

• Years of experience required

• Technologies/depth of

technologies required

• Any preferred schools/companies

Must Haves:

• Bachelor’s degree in Human Resources, Labor Relations, Business Administration, or a

related field, or an equivalent combination of education and experience.

• 3 to 4 years of HRLR experience.

• Strong knowledge of HR policies, employment law, employee relations, and

workplace practices.

• Experience supporting talent management, performance management, employee

engagement, and leadership development initiatives.

• Demonstrated labor relations experience, preferably working with the UAW in a

manufacturing environment.

• Proven experience partnering with leaders and employees in a unionized

manufacturing setting.

• Excellent coaching, consulting, communication, and conflict resolution skills.

• Ability to build strong relationships, influence stakeholders, and work effectively

across all levels of the organization.

• Strong analytical, problem-solving, and decision-making skills with a continuous

improvement mindset.

• Ability to manage multiple priorities in a fast-paced, dynamic environment.

Nice-to-Have:

• Hands-on shop floor experience

• Experience participating in or supporting collective bargaining and contract

negotiations.

• Top 3 must-have hard skills

• Level of experience with each

• Stack-ranked by importance

1

Labor relations and contract administration — Strong ability to interpret and

apply national/local agreements, manage grievances, support shop committee

discussions, and work effectively with union representatives.

2

Employee relations and investigations — Experience handling hourly employee

concerns, workplace investigations, discipline, performance matters, and risk

sensitive situations with sound judgment and documentation.

3

Manufacturing HR operations and workforce systems — Familiarity with hourly

workforce processes such as timekeeping, attendance, manpower planning,

onboarding, Workday/Kronos, HR metrics, and reporting.