Tyler Union / M&H Valve - Human Resources Director for Anniston Operations

Job Description

Job Description

Company Description

McWane, Inc. is seeking an experienced and dynamic Human Resources Director to lead HR operations for its Anniston Operations, which includes two distinguished divisions: M&H Valve and Tyler Union.

• M&H Valve , is a world-class manufacturer with over 160 years of excellence in producing fire hydrants, resilient wedge gate valves, butterfly valves, and check valves.

• Tyler Union , established in 1911, is a leading manufacturer of ductile iron waterworks, fittings and appurtenances proudly serving the nation as a division of McWane, Inc.

Collectively, these divisions support a dedicated workforce of more than 860 salaried and hourly team members, all contributing their skills and expertise within unionized facilities. This strong, collaborative environment reflects an ongoing commitment to fair labor practices, operational excellence, and the well-being of our employees.

What We Offer:

A competitive and comprehensive benefits package, including:

• Health, dental, vision, and life insurance

• Short- and long-term disability coverage

• Paid vacation and holiday leave

• 401(k) retirement plan with company match

• Opportunities for professional growth and development

What We Do:

M&H Valve: Facility Tour. Tyler Union: Facility Tour.

All candidates offered employment must submit to a drug screen, physical, and background check.

The Human Resources Director is responsible for the overall direction, planning, and execution of Human Resources strategies, operational management, culture development across multiple plants, and community outreach and future workforce development. This role involves working closely with production managers and the leadership teams at all facilities to foster a positive work environment, drive employee engagement, and continue to build the McWane Way culture, while ensuring compliance with all relevant regulations. Provides functional support, as needed, to assigned facilities. A high degree of confidentiality and professionalism is required.

Essential Duties and Responsibilities: include those listed below. Other duties may be assigned.

• Strategic HR Leadership: Build upon existing HR foundations, assess gaps and find areas of improvement. Implement HR strategies that align with the company’s business objectives and support the needs of locations.

• Stakeholder Management: Partner with senior leadership and other departments to understand business needs and align HR initiatives accordingly.

• Employee Value Proposition: Deliver competitive programs beyond compensation and benefits to attract, engage, and retain amazing team members, such as career development, work-life balance, and recognition and rewards programs.

• Inclusive Culture: Foster an inclusive culture where everyone feels valued and respected.

• Talent Management: Oversee recruitment, onboarding, and retention strategies to attract and retain top talent across all plants. Directly supports and recruits for the sales and distribution center teams; recruits for managerial and executive roles, as needed.

• Training and Development: Broaden the approach to learning and development that build on current successes and improve learning and development opportunities at all levels to enhance their effectiveness and efficiency in daily performance.

• Performance Management: Develop and manage performance appraisal systems to evaluate employee performance and provide constructive feedback. Implement training and development programs to enhance employee skills.

• Employee Relations: Foster a positive work environment by addressing employee concerns, managing conflict resolution, and promoting open communication channels.

• Labor Relations: Manage labor relations to ensure productive and harmonious interactions between management, union leadership, and team members.

• HR Analytics: Utilize HR analytics to track key metrics, identify trends, and make data-driven decisions to improve HR processes and outcomes.

• Leadership and Team Management: Lead and mentor HR teams, providing guidance and support to ensure effective performance.

• Culture Development and Brand Recognition: Drive initiatives to develop and sustain the McWane Way culture across all locations. Promote the Division and Company brands.

• Community Engagement and Workforce Development: Represent the company in community relations activities and support corporate social responsibility initiatives. Collaborate with community educators and leadership to promote division brands and provide tools to support student education.

• Teambuilding: Display a high level of integrity and a passion for building teams and providing human resources services to internal and external customers.

• Compensation and Benefits: Oversee the administration of compensation and benefits programs to ensure competitiveness and alignment with company policies.

• Organizational Effectiveness: Lead efforts to improve organizational effectiveness, change management, and design interventions.

• Compliance: Ensure compliance with federal, state, and local employment laws and regulations. Conduct regular audits and implement policies to mitigate risks.

• Environmental, Health and Safety: Follow all processes and procedures associated with the safety and environmental programs. Advise management of any deviations from this program.

Supervisory Responsibilities: Supervises HR Managers directly and HR team members indirectly. Carries out managerial and supervisory responsibilities in accordance with company policies, procedures, practices, and applicable laws.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative, but not all-inclusive, of the knowledge, skills, and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience:

• Bachelor’s degree in human resources, business administration, or a related field required; MBA preferred.

• Minimum ten (10) years of progressive HR experience with at least five (5) years in a leadership role managing HR functions. Industrial environments preferred.

• Demonstrated ability to navigate complex situations across multiple locations.

• Labor relations experience within unionized manufacturing environments, including collective bargaining, grievance handling, and contract administration preferred.

• Strong leadership, communication, and interpersonal skills. Ability to manage multiple priorities and work effectively in a fast-paced environment. Proficiency in HRIS and other HR-related software.

• HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.

Physical Requirements: The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Ability to travel between plant locations as needed. May require standing, walking, and sitting for extended periods. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Environment: Work is performed in both office and manufacturing plant environments. Exposure to various plant conditions, including noise, temperature variations, and machinery. Must wear common protective or safety equipment, such as safety shoes, glasses, gloves, hearing protection, and hard hats when entering production areas.

All your information will be kept confidential according to EEO guidelines.

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
McWane is a Federal VEVRAA contractor, and an Equal Opportunity Employer committed to providing equal employment opportunity in all employment practices. McWane will not discriminate against any applicant for employment because of their race, color, religion, sex, national origin, age, sexual orientation, disability, veteran or service member status, marital status, citizenship status (In IL - sex, including same sex, ancestry, order of protection status, physical or mental disability, military status, pregnancy, unfavorable discharge status, genetic information), (In IA - gender identity), (In CA- gender identity or expression, and genetic information) or any other category protected by federal, state or local law.