Employee Relations & Talent Strategy Manager — Manufacturing

Lead people strategy where it matters most: on the line, with the team, every shift

Imagine walking the floor at shift change—listening to employee feedback, coaching a supervisor through a tough conversation, then joining a leadership huddle to align headcount with production goals. As our Employee Relations & Talent Strategy Manager, you’ll architect engagement, coach leaders, ensure compliance, and drive performance in a complex, high-velocity manufacturing environment.

Why this role

You’ll influence culture and outcomes at Stryten Energy’s Niagara Falls, NY injection molding facility—where we manufacture plastic components for car batteries and serve a stable, growing customer base.

Pay transparency

Expected salary: $90,000–$100,000 annually. Base pay varies with location, skills, and experience. Certain positions may also offer bonus, equity, or commissions.

The challenge you’ll own

• Engagement first: Design and deliver programs—focus groups, best-practice sharing, involvement initiatives—that strengthen connection and retention.
• Right people, right roles: Co-create staffing plans with operations and Talent Acquisition that match strategy, budget, and headcount targets.
• Advisor to leaders: Provide confidential counsel on complex HR issues and organizational decisions.
• Fairness and facts: Lead confidential ER investigations; partner with HQ HR on risk assessment and actions.
• Policy stewardship: Interpret and apply policies and procedures consistently to maintain equity and clarity.
• Performance & pay: Coach on feedback and development; craft and manage Performance Improvement Plans; support performance management and merit planning.
• Develop capability: Facilitate HQ and Americas leadership development and required training for supervisors and managers.
• Compliance backbone: Ensure compliance with AAP, EEOC, OFCCP, FMLA, I-9s, and other federal/state requirements; maintain HR records and reports aligned to retention guidelines.
• Decisions by data: Identify key data sources and apply HR metrics to guide improvements and measure impact.
• Influence without authority: Build strong partnerships across departments, navigate competing priorities, and contribute in plant staff and other required meetings.
• Do what it takes: Take on additional responsibilities that advance team and company goals.

What sets you up for success

• Education: Bachelor’s in Human Resources, Business Administration, or related field; PHR/SPHR preferred.
• Experience: 5+ years of HR management (compensation, ER, performance, employment law, planning, project management) with 3+ years leading HR in a manufacturing plant; strong manufacturing business acumen.
• Operating style: Excellent time management and organization; decisive; comfortable juggling multiple priorities and adapting to change.
• Inclusive leadership: Cross-functional expertise and a track record of advancing diversity, equity, and inclusion.
• Systems & tools: Proficient with Microsoft Office—Excel, PowerPoint, Project, and Word.
• Professional judgment: Discreet with sensitive information; independently drives plans to completion and resolves conflicts.
• Communication strengths: Read, analyze, and interpret business periodicals, professional journals, technical procedures, and governmental regulations; write reports, business correspondence, and procedure manuals; present to managers, clients, customers, and the public; interpret safety rules, operating/maintenance instructions, and procedure manuals.
• Data stewardship: Maintain accurate employee records and HR analytics for reporting.
• Language: English fluency required; bilingual Spanish preferred.
• Safety orientation: Able to administer and follow all EHS rules and regulations.

Work environment & physical requirements

• Primarily office-based with periodic time in the manufacturing facility.
• Potential exposure to fumes, dust, airborne particles, and extreme heat/humidity; plant noise levels are typically high.
• Capable of sitting, standing, walking, bending, and climbing with minimal effort; occasional light lifting.
• Must be available to meet with employees on 2nd, 3rd, and weekend shifts as needed.

Travel

Occasional travel to conferences and meetings; frequency varies by business need, with advance notice whenever possible.

Proficiency

• Human Resources