Working at Freudenberg: We will wow your world!
Responsibilities:
- Partner directly with the Site Leader and leadership team to develop and execute people strategies that drive operational performance, workforce stability, and business results.
- Serve as the site's second-in-command HR leader, providing strategic guidance and expanded HR leadership support when the Site HR Director is engaged in regional or global initiatives.
- Act as a trusted advisor to leaders on organizational effectiveness, workforce planning, talent management, succession planning, leadership development, and change management.
- Lead complex employee relations matters, including investigations, conflict resolution, performance management, corrective actions, and policy interpretation with fairness, consistency, and sound business judgment.
- Coach and develop leaders to strengthen communication, accountability, leadership effectiveness, employee engagement, and team performance across the site.
- Analyze workforce metrics including turnover, absenteeism, vacancies, overtime, engagement, and employee relations trends to identify root causes, influence decisions, and drive continuous improvement initiatives.
- Lead cross-functional HR projects and partner with HR Centers of Excellence to deliver integrated talent, learning, compensation, recruiting, and organizational development solutions that support long-term business growth.
Qualifications:
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent experience will be considered.
- Seven or more years of progressive HR experience supporting manufacturing, industrial, operations, distribution, or similarly fast-paced environments.
- Demonstrated success serving as a strategic HR Business Partner to operational leaders while maintaining a hands-on approach to employee and business support.
- Experience partnering directly with plant, manufacturing, engineering, operations, or site leadership teams to solve business challenges and improve workforce performance.
- Strong employee relations expertise, including investigations, conflict resolution, performance management, leadership coaching, and policy interpretation.
- Demonstrated experience leading strategic HR initiatives, organizational changes, workforce planning efforts, or culture and engagement improvements that delivered measurable business impact.
- Leadership potential and desire to advance into future HR Manager, Senior HR Business Partner, or HR Director roles, with the ability to influence decisions through business acumen, workforce analytics, and strong stakeholder relationships.
The Freudenberg Group is an equal opportunity employer that is committed to diversity and inclusion. Employment opportunities are available to all applicants and associates without regard to race, color, religion, creed, gender (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender identity or expression, national origin, ancestry, age, mental or physical disability, genetic information, marital status, familial status, sexual orientation, protected military or veteran status, or any other characteristic protected by applicable law.
Freudenberg-NOK General Partnership
