People First, Performance Always: Building a Thriving Workforce in Manufacturing

Client Overview

Our client is a fast-growing manufacturer of highly engineered heat transfer parts and products. With nearly a century of experience, they supply heat transfer solutions to Fortune 500 companies, government entities, and privately held businesses. Their production facility operates in a clean, safe, and climate-controlled environment, reflecting their commitment to quality and operational excellence.

The company specializes in manufacturing Plate Fin and Spiral Wrap-type heat exchangers for industries including power generation, HVAC, chemical production, petroleum, pharmaceuticals, pulp and paper, and food processing. As a stable, privately held firm, the company balances the agility of a small business with the resources of a larger enterprise, maintaining a long-term focus on growth and operational excellence.

The Challenge / Mandate

Due to rapid growth, our client sought a People Operations Manager to lead the development and execution of their HR strategy, particularly in the context of a unionized manufacturing environment. This role required a leader who could balance strategic HR thinking with hands-on execution, especially in the areas of labor relations, talent acquisition, employee development, and organizational culture.

The People Operations Manager would be responsible for implementing people systems that support continued growth, improve labor relations, enhance employee engagement, and drive compliance with employment regulations.

Key Responsibilities:

• Manage labor relations, ensuring smooth negotiations and grievance resolutions.
• Design and deliver employee training and development programs.
• Lead talent acquisition efforts and build robust hiring pipelines.
• Partner with senior leadership to create and execute employee engagement initiatives.
• Develop HR processes that ensure compliance and support organizational growth.
• Utilize HR data and KPIs to guide decision-making.
• Manage and mentor the HR team.

Search Strategy

The search prioritized candidates with substantial HR leadership experience in manufacturing environments, particularly those familiar with unionized settings. The ideal candidate needed to be an agile problem-solver with deep expertise in labor relations, employee development, and compliance.

Qualifications:

• 5+ years of experience in HR, people operations, or labor relations.
• Proven success managing union relationships and labor negotiations.
• Strong track record in talent acquisition, employee development, and change management.
• Expertise in employment law compliance.
• Excellent interpersonal and communication skills.
• Experience with HRIS systems (UKG preferred).
• Bachelor’s degree in HR, Business, or a related field; SHRM-CP/SCP preferred.

The Placement

The candidate selected was a dynamic, people-oriented HR leader with over 14 years of experience in manufacturing, automotive, healthcare, and consumer electronics. Fluent in both English and Spanish, she brought a unique ability to engage diverse workforces and navigate complex labor environments.

She had a track record of building HR infrastructures that support rapid growth, improving employee relations, and driving operational excellence. Her expertise included labor negotiations, talent management, performance management, and employee engagement. Notably, she had successfully stabilized HR operations in previous roles while scaling talent functions to support aggressive growth targets.

The Outcome

Since stepping into the People Operations Manager role, the placed candidate has rapidly transformed the HR function from a reactive support role into a proactive, strategic partner for the business. She successfully overhauled the company’s labor relations approach, leading to improved collaboration with union representatives and reducing grievance rates significantly.

She introduced a formal talent acquisition framework that improved hiring speed and quality while enhancing employee onboarding and retention. Additionally, she spearheaded the implementation of a comprehensive employee training program focused on leadership development and operational excellence.

Her leadership has driven measurable improvements in employee engagement and workforce productivity. As a testament to her impact, she was promoted to Director of People Operations, now overseeing a broader mandate that includes long-term workforce planning, cultural development, and organizational design. Her contributions continue to play a crucial role in sustaining the company’s growth and operational success.