Join Innophos as our HR Manager and play a key role in shaping the employee experience across two manufacturing facilities in the Chicago area. As a strategic business partner, you'll collaborate closely with plant leadership to drive employee engagement, lead labor relations initiatives, develop talent, and help build a high-performing culture. This is an excellent opportunity for an experienced HR professional who enjoys balancing strategic partnership with hands-on operational support in a unionized manufacturing environment.

Key Responsibilities
Labor & Employee Relations

Lead and participate in collective bargaining preparation and negotiations for labor agreements across the Chicago Heights and Waterway facilities, including development of contract proposals and analysis of economic proposals from both labor and management perspectives
Serve as the primary company point of contact for labor union relationships, including grievance administration, arbitration preparation, union meetings, contract administration, and collective bargaining preparation
Build and maintain collaborative labor relations with union leadership and committees while ensuring alignment with collective bargaining agreements (CBAs) and business objectives
Manage the grievance and arbitration process, including fact finding, documentation, and resolution of employee and labor relations matters
Provide guidance and counsel to site leadership regarding labor/employee relations issues, performance management processes, disciplinary actions, and workplace concerns
Conduct thorough, objective fact-finding related to employee relations matters

HR Business Partnership

Partner with site leadership to support organizational design, workforce planning, and succession planning strategies for critical roles
Provide coaching and guidance to managers on performance management, employee development, career planning, and disciplinary processes
Provide compensation guidance related to promotions, merit increases, adjustments, and incentive programs
Interpret and communicate HR policies, procedures, and employment practices to ensure consistent application
Analyze HR metrics and workforce trends in partnership with HR leadership and site management to proactively identify opportunities and develop solutions

Talent Acquisition & Development

Partner with Talent Acquisition Team and hiring managers to identify, attract, and hire qualified talent for key positions
Develop talent acquisition strategies designed to attract a diverse and qualified candidate pool
Support workforce planning efforts, including hourly staffing forecasts, resource planning, and labor management in partnership with Plant Management
Identify training and development needs and collaborate with leadership to address skill gaps and improve workforce capability
Support organizational effectiveness initiatives, including succession planning and development strategies for key roles

Compliance & HR Operations

Oversee human resources operations for assigned manufacturing sites, partnering with local administrative support, Corporate HR, Payroll, and other business functions to ensure effective and efficient HR service delivery
Ensure compliance with applicable federal, state, and local employment laws, regulations, company policies, and collective bargaining agreements
Support and participate in SMETA audits and other compliance-related initiatives
Manage site leave of absence and return-to-work processes while ensuring compliance with applicable regulations
Maintain accurate HR records and ensure timely completion of required documentation and reporting

Required Education And Experience

Bachelor’s degree in Human Resources, Labor Relations, Business Administration, or related field required; advanced degree in Labor Relations or Human Resources preferred
Minimum of seven (7) years of progressive HR experience in a unionized manufacturing environment preferred
Demonstrated labor relations experience, including managing union grievances, contract administration, arbitration preparation, and collective bargaining activities
First-chair or primary negotiating experience with union contract negotiations, including negotiation strategy development, proposal preparation, and bargaining table participation
Strong knowledge of U.S. labor and employment laws, regulations, and compliance requirements
Experience managing high-volume, full-cycle talent acquisition processes
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred

Required Knowledge, Skills And Abilities

Comprehensive knowledge of human resources practices, including labor relations, employee relations, compensation, organizational development, performance management, and employment law
Ability to interpret and apply applicable laws, regulations, policies, and collective bargaining agreement provisions
Demonstrated ability to build trust and credibility with employees, union representatives, managers, and leadership at all levels
Strong understanding of labor contract interpretation, grievance handling, and development of bargaining proposals and agreements
Ability to maintain confidentiality while managing sensitive employee, labor, and business information
Excellent verbal and written communication skills, with the ability to effectively communicate with employees at all levels of the organization
Strong interpersonal skills with a customer-focused approach to HR partnership
Excellent organizational skills with strong attention to detail and the ability to manage multiple priorities and deadlines
Strong analytical and problem-solving skills, including the ability to analyze workforce data and translate findings into actionable recommendations
Proficiency with Microsoft Office Suite and Human Resources Information Systems (HRIS)
Ability to travel and work from/between two Chicago sites as needed

Environmental And/or Physical Requirements
This role is based primarily in a climate-controlled office but includes regular time on the plant floor — walking, standing, climbing stairs, and moving between office and manufacturing/warehouse areas. Expect occasional exposure to industrial conditions such as noise, moving machinery, and varying temperatures, with required PPE (safety glasses, hearing protection, hard hat, steel-toe shoes) in production areas. Some work outside normal business hours may be needed to support employee relations issues, investigations, or emergency response.

Benefits

Medical, Dental and Vision benefits which start the 1st of the month after hire
Annual incentive bonus eligibility based on individual and company performance
Tax advantaged health savings and spending accounts
401k eligibility with company match and annual discretionary contribution
Time off: vacation, holidays/floating holidays, personal and sick days
Company provided Life and Disability Insurance
Paid Parental Leave
Fitness Membership Reimbursement Program
Educational assistance program

The benefits set forth in this posting reflect Innophos’ current benefits for similarly situated employees, are subject in all respects to the terms and conditions of the applicable program policies and may be modified or discontinued by Innophos in the future (subject to applicable law).

About Innophos
Innophos is a leading international producer of specialty ingredient solutions that deliver far-reaching, versatile benefits for the food, health, nutrition and industrial markets. We leverage our expertise in the science and technology of blending and formulating phosphate, mineral and botanical based ingredients for our customers. Our people are the heart of our organization and the foundation of our success. We are driven by our core values of safety, diversity, integrity and collaboration. Headquartered in Cranbury, New Jersey, Innophos has manufacturing operations across the United States, in Canada, Mexico and China and sells into over 70 countries.

Innophos is proud to be an Equal Opportunity employer, seeking to create a welcoming and diverse environment. We do not discriminate based on race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local law. Innophos is committed to providing reasonable accommodations for candidates in our recruiting process, as required by applicable federal, state and local laws.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications against job descriptions, analyzing resumes, or assessing responses (including recording, transcribing, and summarizing our interviews). These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

The actual salary paid to an individual will vary based on multiple factors, including but not limited to education, specific skills, licenses and certifications, experience, and training.

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HR Manager

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