Working Conditions
The physical demands described here are representative of those that must be met by an employee to perform the essential functions of the job successfully. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.
Work is performed in an office environment, with occasional walking in and around a manufacturing plant. May be required to travel 20-40% of time by automobile and/or common air carrier with overnight stays required. Travel may be frequent and occasionally at short notice. Able to work irregular and/or extended hours including weekends and holidays as needed.
Human Resources Manager
Petersen Industries | Alamo Group
Position Summary
Reporting to the Sr. Director of Division HR, the Human Resources Manager serves as the senior HR leader for the site and a strategic partner to the Operating Company President and leadership team. This role is responsible for aligning business objectives with a forward-looking people strategy, ensuring the organization has the talent, structure, and capabilities to support operational success.
This is a highly visible, hands-on role within a manufacturing environment. The Human Resources Manager will lead workforce planning, organizational effectiveness, talent development, employee relations, and HR operations while partnering closely with leaders across the business. Success in this role requires strong business acumen, sound judgment, and the ability to influence at all levels of the organization.
Essential Functions Of The Job
Strategic HR Leadership
- Serve as the senior HR leader at the site and a core member of the local leadership team
- Translate business strategies into actionable HR plans that drive productivity, engagement, and operational success
- Provide thought partnership to the President and leadership team on people-related decisions, organizational structure, and culture
- Develop and lead workforce planning strategies that align talent supply with business demand across hourly, salaried, and leadership roles
- Identify organizational capability gaps and create plans to address future talent and skill needs through development, recruitment, or succession strategies
Business Partnership and Influence
- Operate as a trusted advisor and coach to leaders at all levels of the organization
- Ask the right questions, challenge thinking, and guide leaders to make sound people and business decisions
- Lead complex change initiatives and help leaders navigate organizational transformation with clarity and consistency
- Drive alignment and accountability around performance expectations, behavioral standards, and leadership effectiveness
- Build strong working relationships across both the office and manufacturing floor
Talent Development and Organizational Effectiveness
- Build a talent development culture by designing and executing strategies for skill-building, career growth, and leadership readiness
- Support talent planning processes by identifying high-potential employees and ensuring robust development plans are in place
- Champion employee engagement efforts that strengthen workplace culture, reduce turnover, and improve retention
- Partner with corporate centers of excellence to implement talent and organizational development initiatives effectively at the site level
Employee Relations and Compliance
- Provide leadership on employee relations matters, including investigations, conflict resolution, and corrective action, ensuring fairness and compliance
- Serve as a key resource for labor law compliance, company policy adherence, and regulatory requirements
- Act as the primary liaison for legal and regulatory audits
- Serve as Affirmative Action Officer for the facility and ensure compliance with all related programs and reporting
- Promote a culture of safety, accountability, and continuous improvement
HR Operations Excellence
- Oversee and continuously improve core HR operations, including recruiting, onboarding, benefits administration, and policy execution
- Manage HR metrics and analyze data and trends to inform decision-making and recommend improvements
- Lead and develop the local HR team, fostering accountability, collaboration, and strong performance
- Ensure seamless partnership and communication with corporate HR and shared services to maintain consistency, alignment, and service excellence
- Perform additional duties as assigned
Knowledge, Skills, And Abilities
- Strong knowledge of business and management principles related to strategic planning, resource allocation, leadership, and workforce management
- Demonstrated experience leading HR initiatives such as workforce planning, succession planning, culture change, or organizational development
- Deep expertise in employee relations, talent development, and organizational effectiveness
- Strong understanding of how manufacturing performance drivers such as throughput, labor efficiency, quality, and cost connect to talent decisions
- Ability to translate business strategy into workforce and capability plans
- Knowledge of compensation structures, job evaluation, incentive design, and benefits administration
- Strong understanding of applicable labor and employment laws, including EEOC, NLRB, OSHA, AAP, OFCCP, workers’ compensation, and U.S. immigration regulations
- Ability to support a non-union manufacturing environment through positive employee relations practices
- Excellent interpersonal and communication skills, with the ability to work effectively across all levels of the organization
- Strong organizational skills and the ability to manage competing priorities in a fast-paced environment
- Proficiency with Microsoft Office and HRIS/HCM systems
Education And Experience
- Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience required
- Master’s degree strongly preferred
- 15 or more years of Human Resources experience required, including at least 5 years in a management role
- Manufacturing experience preferred
- Supervisory experience preferred
- Proven success supporting and advising senior leadership teams
- SHRM-CP, PHR, or similar certification preferred
Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled
