HR Manager

As the HR Manager, you will be responsible for delivering comprehensive HR services at the plant level, ensuring alignment with the HR Business Services strategic goals and compliance with local regulations. This role emphasizes local service delivery, which accounts for 55% of the responsibilities, with a significant focus on the hire-to-retire process.

You will report to the Global HR Director, HR Services.

Key Responsibilities

Local Service Delivery: 55%

• Hiring and Onboarding:

  • Support managers in preparing job descriptions, participating in interviews and upon request from Talent Acquisition, extend offers to successful candidates.

  • Oversee the onboarding process to ensure new hires are integrated smoothly into the organization.

  • Support the hiring and termination of contingent workers.

  • Execute regional/international moves and handle relocation arrangements under guidance of the mobility team.

• Compensation:

  • Advise managers and HRBPs regarding compensation changes due to employee movements.

  • Advise managers on P&M employee wages ranges and increases.

  • Inform Total Rewards of mandatory increases and CLA alignment and provide recommendations regarding country merit increases.

  • Handle the local bonus / Performance Award Plans.

  • Implement and administer mandatory country benefits and advise on country market practice.

• Continuous Improvement:

  • Lead and/or participate in HR process improvements, standardization and transformations.

• ER/LR and Restructuring:

  • Monitor changes in laws, draft updates to company policies, and distribute new regulations to relevant parties.

  • Maintain regular contact with local managers, including Site/Plant Managers, provide coaching as required.

  • Provide legal advice on employment matters to ensure compliance with local labor laws, including policies, sick leave, absenteeism, and leave management.

  • Advise and conduct disciplinary actions / grievances and advise managers and HRBPs on legal aspects regarding voluntary and involuntary departures.

  • Manage employee separations and offboarding processes.

  • Prepare and follow through on labour and government audits.

  • Handle daily labour relations; Prepare and lead union/works council negotiations.

  • Conduct on site Ethics investigations.

  • Lead and execute cost reduction actions (furlough, layoffs, vacation accrual, workforce planning).

  • Support organizational restructuring initiatives, including feasibility study, severance calculation, and preparation of documentation.

• Continuous improvement and LSS support:

  • Participate/lead Kaisan activities, Gemba walks

  • Coach plant leadership to optimize team and plant performance

  • Partner with Plant Manager to drive Safety, Quality, Cost, Delivery and People excellence

Strategic Business Unit Strategy Implementation: 40%

• Performance Management

  • Support local goal setting

  • Clarify mid-year performance activities upon request / ensuring compliance

  • Advise and support on year-end rating collection and calibrations.

• Talent Management and Engagement

  • Provide insights into local talents for regional or global talent reviews.

  • Provide insights into local talents for succession planning identifying local technical capability gaps and activating solutions.

  • Facilitate engagement survey result sharing, action planning and Bottom Quartile management

• Diversity, Equity, and Inclusion (DEI)

  • Support and facilitate DEI education

Local Initiatives: 5%

• Consult and decide on medical services coordination/wellness.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field.

• 5+ years of proven experience in HR manager roles, preferably in a plant or manufacturing environment.

• Strong knowledge of local labour laws and regulations.

• Excellent communication and interpersonal skills.

• Ability to manage multiple priorities and work effectively in a fast-paced environment.

#LI-Hybrid

PPG pay ranges and benefits can vary by location which allows us to compensate employees competitively in different geographic markets. PPG considers several factors in making compensation decisions including, but not limited to, skill sets, experience and training, qualifications and education, licensure and certifications, and other organizational needs. Other incentives may apply. 
 
Our employee benefits programs are designed to support the health and well-being of our employees. Any insurance coverages and benefits will be in accordance with the terms and conditions of the applicable plans and associated governing plan documents.