Job Description

SUMMARY

Be the HR point-person for a new U.S. manufacturing site, owning talent acquisition and core people processes across construction, commissioning, and operations. You’ll build the workforce plan, stand up recruiting infrastructure and vendor networks, shape early-stage culture through thoughtful hiring and onboarding, and then drive engagement, performance, and learning programs as the site scales. This is a hands-on builder role in a greenfield environment with close partnership to site leadership.

RESPONSIBILITIES

• Design and execute a phased workforce plan aligned to project milestones (construction → commissioning → operations).
• Lead full-cycle recruiting for technical, operations, and professional roles; track quality, speed, and compliance metrics.
• Establish recruiting operations: ATS discipline, structured interviews, assessments, and data reporting.
• Source proactively in local and niche markets; develop pipelines via outreach to schools, associations, and networks.
• Build a credible employer presence in a new market through targeted branding and community engagement.
• Partner with site leadership and global stakeholders to align hiring priorities and standards across geographies.
• Stand up and manage external partners (search firms, RPOs, assessment vendors) with clear SLAs and cost control.
• Maintain adherence to applicable U.S. employment regulations and complete hiring documentation/audit trails.
• Coordinate onboarding and integration to reinforce culture and expectations from day one.
• Post-launch, run engagement, performance management, and learning calendars to support scale and retention.

QUALIFICATIONS

• Bachelor’s degree in HR, Business, I/O Psychology, or related field; advanced degree or HR certification a plus.
• 3–5+ years recruiting for U.S. roles (manufacturing, life sciences, nutraceutical, or engineering strongly preferred).
• Proven experience building TA processes in a startup/greenfield setting, including vendor selection and early leadership hiring.
• Working knowledge of U.S. employment regulations and hiring compliance practices; comfortable operating with audits in mind.
• Fluency with ATS/HRIS (e.g., Workday, Greenhouse, Lever) and metrics-driven decision making.
• Strength in stakeholder management across functions and time zones; clear, persuasive communicator.
• Bias for action, resilience, and comfort with ambiguity while standing up new processes and routines.

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