Your next move should be a step forward, not just a change of scenery

A hands-on, plant-floor HR role, not a corporate administrator position. You are the primary people leader for the business: the first call for employee relations issues, a trusted coach to supervisors, a compliance anchor, and a strategic advisor to leadership. You will work across both hourly and salaried populations and be visible where it matters, on the floor, in the conversations, and at the table when decisions get made.

• Serve as a trusted advisor to plant, operations, and executive leadership on workforce strategy, organizational decisions, and people risk
• Own employee relations end to end, including investigations, discipline, performance management, and terminations, with consistency and sound judgment
• Ensure compliance with employment law and company policy, including FMLA, ADA, workers compensation, and leave administration
• Lead recruiting for hourly manufacturing, technical, and professional roles, and oversee onboarding with a focus on safety, quality, and cultural fit
• Coach supervisors and managers on effective people leadership, accountability, and documentation
• Administer compensation structures, job classifications, and benefits in partnership with brokers and vendors
• Support succession planning for critical plant and leadership roles
• Maintain and strengthen a relationship-driven culture through consistent, credible people practices

• Five or more years of HR experience in a manufacturing, industrial, or operations environment
• Proven strength in employee relations: you have handled complex situations, managed risk, and maintained trust on both sides
• Comfort and credibility on the plant floor with hourly employees and front-line supervisors
• Working knowledge of employment law, including FMLA, ADA, FLSA, and EEO, and HR compliance requirements
• Strong coaching instincts: you develop supervisors rather than just managing their problems
• A practical, steady presence. You do not escalate unnecessarily and you do not disappear when things get hard
• SHRM-CP, PHR, or equivalent certification preferred

Ability to influence without direct authority, comfort navigating and managing conflict, the capability to champion non-HR initiatives including AI implementation and business transformation, strong change management skills, and effectiveness across multiple business functions.

This is a company where people stay. The workforce reflects long relationships, real accountability, and a culture that values doing things right. If you want an HR role with variety, visibility, and genuine impact, this is it.

Client is an Equal Opportunity Employer. The hiring company is not named publicly; I will share the details on a call.

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A visible, hands-on safety role for someone comfortable spending significant time in production and warehouse environments. You will partner directly with employees, front-line supervisors, managers, and the EHS Manager to strengthen safety practices, improve accountability, and build a culture where safety is part of every decision. You will support employees at two nearby facilities through in-person coaching, training, follow-up, and clear documentation.

• Coach and mentor front-line supervisors on environmental, health, and safety responsibilities
• Develop and deliver formal safety training for large groups, small departments, and individual employees
• Write and update safety policies and procedures, then reinforce expectations through follow-up training
• Develop or obtain a Learning Management System to document onboarding, annual refresher, corrective action, small group, and one-on-one training
• Partner with supervisors and managers to complete corrective actions from safety audits and incident investigations
• Develop and maintain a modern electronic inspection system that provides clear, consistent documentation
• Evaluate a behavior-based safety system and recommend an approach that fits the organization
• Monitor regulatory changes and lead continuous improvement efforts that keep safety a visible business priority

• Three to five years of Safety or EHS experience, preferably in a chemical manufacturing environment
• Bachelor degree in Safety, Human Resources, Engineering, or a related field preferred; equivalent relevant experience considered
• Certified Safety Professional certification or an equivalent safety credential
• Strong working knowledge of OSHA regulations and familiarity with applicable US DOT, EPA, PA DEP, and NFPA requirements
• Working knowledge of mechanical safety concepts, including lockout tagout procedures and audits
• Strong communication, training, organization, and problem-solving skills
• Proficiency with Microsoft Word, PowerPoint, Outlook, and Excel
• A self-directed, detail-oriented approach with the flexibility to manage timelines, deadlines, and changing priorities

This role requires comfort working in a manufacturing environment, spending roughly 50 to 75 percent of the workday in production and warehouse areas, and lifting packages weighing 20 to 25 pounds.

An opportunity to make a visible difference in a manufacturing organization that wants safety to be more than a policy. You will have direct access to employees and leaders, the opportunity to modernize systems and training, and the support to help shape a stronger, more accountable safety culture.

Client is an Equal Opportunity Employer. The hiring company is not named publicly; I will share the details on a call.

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If you have one narrow problem, a session. If your whole search needs rebuilding, the program. If you genuinely cannot tell, book the free call and I will tell you straight, including when the answer is neither.

I share pricing on the discovery call, once I understand what you actually need. The program fee covers all six sessions and can be paid in full or in two installments. There are no add-ons and no per-session charges afterward.

The twelve-week structure above is the arc, not a script. If your materials are already strong we spend that time on network and interviews instead. Every client's six sessions look somewhat different.

Plan on two to four hours a week. The work you do between calls is where the coaching takes hold, and clients who treat it seriously get noticeably better outcomes than those who do not.

That is the goal, and it happens. Your remaining sessions stay yours. Most people use them on negotiation, onboarding, and setting up the first ninety days.

Life happens. Tell me and we pause. Your sessions do not expire while a program is on hold.

These are deliberately separate. Coaching clients are never steered toward my search assignments, because a coach who benefits from where you land is not giving you neutral advice. If a genuine fit appears I will say so plainly, and you are free to accept or ignore it.

Free to reschedule or cancel with at least 24 hours notice. Inside 24 hours the session is counted as used, though I will always try to accommodate a genuine emergency.