Regional Plant HR Leader

A collective energy and ambition. A place where you can make a real difference. We’re a company that genuinely cares about our people, our products, our consumers and the environment. Our unique, informal culture champions courage, determination and collaboration. Knowing we have an open and supportive team means each of us has the freedom to take responsibility and ownership. We have a shared passion to work hard, innovate and push boundaries. United by the belief that when we strive for growth, anything is possible. While we might not be the largest company in our industry, we believe we can have the biggest impact because: Together We Have the Power to Win. The Regional Plant Human Resources Leader oversees HR functions across multiple manufacturing sites within a defined region, ensuring alignment with corporate objectives, compliance with policies, and fostering a productive, inclusive workplace culture. This position involves leading HR strategy, driving talent management initiatives, supporting employee relations, and enhancing workforce development for plant-based staff. The Regional HR Leader collaborates closely with plant managers, HR teams, and corporate leadership to maintain an efficient, safe, and positive work environment. GEOGRAPHY: Role is located onsite in Vancouver, Washington with responsibilities of sites in Vancouver, WA; Ridgefield, WA; and Victorville, CA. DUTIES AND RESPONSIBILITIES HR Strategy & Leadership Develop and execute HR strategies aligned with corporate goals and regional needs, focusing on employee engagement, retention, and workforce development. Act as a strategic advisor to plant management teams, providing insights on HR best practices and talent trends to support business objectives. Lead regional HR projects and initiatives to enhance operational effectiveness, including change management efforts and process improvements. Talent Management & Development Oversee recruitment, selection, onboarding, and workforce planning to ensure each site has the talent necessary for operational success. Design and implement training programs to develop plant employees and supervisors, focusing on technical skills, leadership development, and compliance. Partner with corporate HR on succession planning, performance management, and career development programs to support plant staff’s career growth. Employee Relations & Culture Serve as the primary HR contact for employee relations issues, ensuring fair and consistent treatment, managing conflict resolution, and promoting a positive workplace culture. Conduct investigations into employee concerns or complaints and provide guidance to managers on best practices for conflict management. Lead diversity, equity, and inclusion (DE&I) initiatives across plants, fostering an inclusive environment where all employees feel valued and respected. Compliance & Policy Administration Ensure HR policies, procedures, and programs comply with federal, state, and local laws, particularly those related to labor and safety in manufacturing. Regularly review and update policies to reflect best practices and regulatory changes. Conduct HR audits and assessments to ensure compliance and effective implementation of HR programs. Data & Reporting Track and analyze HR metrics (e.g., turnover, absenteeism, performance) to identify trends and recommend actions for improvement. Provide data-driven insights to support workforce planning and inform plant leadership on HR-related decisions. Manage and report on key HR metrics to corporate leadership as part of monthly and quarterly reviews. Safety & Wellness Collaborate with EHS (Environment, Health, and Safety) teams to support workplace safety initiatives, ensuring that HR practices align with a culture of safety. Promote employee health and wellness programs tailored to plant employees, addressing specific needs related to shift work and physical labor. MINIMUM EDUCATION, TRAINING, AND EXPERIENCE REQUIREMENTS: Bachelor’s Degree in Human Resources, Organizational Development, or any other related discipline. 8-10 years of progressive experience in Human Resources, with at least 3-5 years in a leadership role focused on HR operations and strategic HR leadership in a manufacturing or industrial setting. PREFERED EDUCATION, TRAINING, AND EXPERIENCE REQUIREMENTS: Master’s Degree in Human Resources, Organizational Development, or any other related discipline. SPHR or SHRM-SCP certification. KNOWLEDGE, SKILLS, AND ABILITIES: Change Agent: Effectively leads change, actions, and results. Experienced in leading initiatives through periods of significant change such as growth, restructuring or acquisitions. Capable of executing highly innovative HR programs that help to take the business to the next level of success. Experience in building a high-performance culture that balances results orientation with caring for the individual. Business Acumen: Demonstrates understanding of the financials and metrics of the business. HR Expertise: Current knowledge of best practice for human resources processes, tools including the areas of performance management, compensation, recruiting, talent development and succession management, for the ownership and implementation by leaders. Employee Relations: Has the ability to coach and mentor employees and leaders through complex employee relations opportunities. Experienced in leading and conducting investigations that mitigates risk for the company and brings resolution for the employee(s). Coaching skills: Partners with others to assess a situation, create action plans and provide ongoing support to drive increased performance. Ability to lead the operations to create a high performing team. Acts on analysis. Excellent communication skills (written and oral) to effectively communicate with people across all levels of the organization. Engages self and others in learning. Inspires and Energize Others. Develops People. Competitively drives results. Collaborates and foster teamwork. Thinks Strategically. Follows through on commitment and promises. Ability to maintain punctuality and predictable attendance. WORKING CONDITIONS: Work is normally performed in a typical interior/office environment. Must possess the ability to work in a standard office setting and to use standard office equipment. Must possess the ability to maintain attention to detail despite interruptions. Must possess strength to lift and carry up to 25 pounds. Must be able to perform work onsite and be comfortable in a light industrial environment, including some exposure to non-toxic dust. Must be able to travel up to 50%. piq Church & Dwight is proud to be an Equal Opportunity Employer/Veterans/Individuals with Disabilities. For more information on our company, our brands and our culture visit us at http://www.churchdwight.com/