Job Description

JOB DESCRIPTION

Administrative Information:

Job Title: Human Resources Manager

Department:

Human Resources

Site/ Factory:

WHS Pickering

Job Purpose

The HR Manager is a senior, embedded business partner who operates as part of the plant leadership team, contributing directly to operational performance and financial outcomes. The role goes beyond traditional HR administration and requires

P&L-aware decision-making

, recognising that every HR intervention can materially affect plant financials, customer delivery, and operational stability.


The HR Manager provides strategic and hands-on HR leadership to ensure the Pickering plant meets its cost, quality, safety, delivery, and people objectives within the context of a

high-volume, fast-paced Tier 1 automotive supply chain

.

Reporting Structure:

Reports to:

Plant Director

Direct reports:

Business Administration Apprentice

Duties & Responsibilities

Key responsibilities include:

Business Partnering and P&L Awareness:

Act as a core member of the plant leadership team and influence decision-making with a full understanding of P&L impact, cost drivers, labour utilisation, overtime management, absence trends, headcount planning, and efficiency metrics. Evaluate HR decisions not only for legal and ethical compliance but for financial consequences (e.g., settlements, long-term sickness strategies, absence management, structure design, recruitment decisions). Provide real-time insight to the Plant Director on the workforce components that affect margin, throughput, and operational stability.

Workforce Strategy and Planning:

Develop and maintain a dynamic manpower plan aligned to volume forecasts, customer schedules, shift patterns, and seasonal variations typical of Tier 1 JIT/JIS supply. Optimise labour utilisation in coordination with Production and MP&L. Partner with operations to reduce attrition, manage skills gaps, and build a pipeline of future team leaders, setters, and technicians.

Employee Relations and Case Management:

Lead/support all aspects of employee relations: disciplinary, grievance, capability, conduct, attendance, long-term sickness, and dispute resolution. Ensure all actions are consistent, legally robust, and proportionate to business need and financial risk. Proactively identify emerging employee-relations hotspots to avoid cost escalation.

Talent, Capability, and Leadership Development:

Support the development of team leaders, technicians, and junior managers through coaching, training needs analysis, and development planning. Embed a performance culture with clarity around expectations, behavioural standards, and accountability. Lead succession planning and talent reviews for key operational roles.

Experience Profile:

Minimum 5 years HR generalist or HR business partner experience. Manufacturing experience essential; Tier 1 automotive strongly preferred. Demonstrable history of managing complex casework, achieving cost-efficient outcomes, and supporting plant performance improvements. Experience working with senior operational leaders and influencing cross-functional decisions.

.

KPIs and Success Measures

Reduction in avoidable labour cost (overtime, agency reliance, absence cost, settlements). Improvement in attendance, retention, and operator/supervisor stability. Delivery of manpower planning aligned to production schedules. Manage agency supply, cost and retention. Positive engagement feedback from supervisors and plant leadership. Successful support during audits, customer visits, and programme launches.

Authority and Decision Rights

Advisory authority on all HR matters; expected to influence final decisions based on financial and legal implications. May authorise settlements, negotiated exits, and financial adjustments within agreed thresholds. Full ownership of HR operations at the Pickering plant.

Personal Attributes

Pragmatic, commercially aware, highly organised. Comfortable with fast-paced, high-pressure environments. High emotional intelligence and resilience. Able to balance people-centric judgement with hard financial realism. Demonstrates integrity, confidentiality, and professional maturity. Support and lead cultural change and improvement activities.

Health, Safety & Environmental Requirements

As a staff member you must:

Comply with applicable Health and Safety and Environmental Laws, Rosti Procedures, and general safe working practices.*
Consider our Health and Safety and Environmental policies (available for review in the Customer Care Centre), and adhere to signs, posters, warning signals and written directions.*
Be familiar with the Company's Emergency Procedures and the muster point for your area in the event of an Emergency.*
Be aware of potential hazards associated with the work and work area; know where information on these hazards is kept for review (Risk Assessments); and use this information when needed. If you are unsure ask.*
Follow Procedure Sheets and Work Instructions including any specific guidelines and do not perform any task you are not qualified or trained to perform in a safe manner.*
Use Personal Protective Equipment appropriate for the task.*
Stop work if there is any concern or potential hazard to Health or Safety or the Environment, and immediately notify your immediate supervisor/manager.*
Warn co-workers and report all unsafe acts, unsafe conditions, defective equipment, and other hazards to your immediate supervisor.*
Participate in Health and Safety and Environmental training and Continuous Improvement activities.*
Remember - "It is the responsibility of the Employee to take reasonable care...of himself and other persons who may be affected by his acts or omissions at work and to co-operate with... (The Employer) ...to enable that duty or requirement to be performed or complied with."*