Prysmian
Join to apply for the
Senior Human Resource Manager
role at
Prysmian
in Marshall, TX.
Prysmian is the world leader in the energy and telecom cable systems industry. Each year, the company manufactures thousands of miles of underground and submarine cables and systems for power transmission and distribution, as well as medium low voltage cables for the construction and infrastructure sectors. We also produce a comprehensive range of optical fibers, copper cables and connectivity for voice, video and data transmission for the telecommunication sector. Prysmian employs 30,000 people across 50+ countries. Everyone at Prysmian has the potential to make their mark; because whatever you do, wherever you are based, you will be part of a company that is helping transform the world around us.
Overview Reporting to the Regional Human Resource Business Partner, the Human Resources Manager is a strategic, hands‑on leader responsible for all HR functions at our Marshall, TX manufacturing facility. This role is pivotal in driving strategic HR leadership, aligning people strategies with business objectives, and enabling operational excellence through data‑driven workforce planning.
Capabilities & Core Responsibilities Strategic HR Leadership
Lead the development of a high‑performance culture by driving leadership capability, coaching, and continuous improvement across all levels of the plant.
Guide change‑management initiatives to ensure smooth transitions, build organizational resilience, and minimize operational disruption.
Serve as a trusted advisor to plant and regional leadership, with the ability to coach, mentor, and influence, and challenge constructively across all levels of the organization.
Apply strong business acumen to interpret workforce data, identify trends, and deliver actionable insights that influence strategic decisions.
Collaborate cross‑functionally to align HR strategies with operational goals, leveraging workforce analytics to support long‑term planning and organizational effectiveness.
Demonstrate proficiency in Microsoft Office tools, especially Excel and PowerPoint, to model workforce scenarios, analyze data, and present compelling recommendations to leadership.
Drive proactive workforce planning by partnering with leadership to forecast talent needs, identify skill gaps, and implement scalable staffing strategies.
Align HR strategies with the company’s social ambition, ensuring people practices reflect a commitment to purpose, inclusion, and community impact.
Workforce Planning & Analytics
Analyze workforce data to identify patterns, trends, and risks related to turnover, absenteeism, productivity, and engagement.
Use data‑driven insights to inform staffing decisions, succession planning, and organizational design, ensuring alignment with long‑term business goals.
Collaborate with finance and operations to align labor planning with business forecasts and operational needs.
Apply analytical and visualization skills to model workforce planning scenarios, uncover trends, and communicate insights that support strategic planning and operational decision‑making.
Translate complex data into clear, actionable recommendations through strong analytical, written, and verbal communication skills.
Demonstrate executive presence with the ability to influence, coach, and challenge senior leaders using workforce analytics and strategic insights.
Lead the annual labor cost planning and monthly reporting process in collaboration with global and regional finance and HR teams.
Talent & Team Development
Lead the implementation of HR best practices across performance management, talent development, succession planning, staffing, compensation, benefits, and compliance to support organizational effectiveness.
Ensure consistent execution of the P+ process, including performance reviews, development planning, and succession strategies, in alignment with business goals and workforce planning.
Oversee recruitment, onboarding, and orientation processes to ensure a seamless, engaging, and retention‑focused new hire experience.
Identify, develop, and retain top talent through targeted strategies that support long‑term organizational growth and capability building.
Develop and elevate the performance of the HR team through coaching, mentoring, and continuous capability building, ensuring alignment with organizational goals, and fostering a culture of excellence, accountability, and impact.
Apply a business‑minded, results‑oriented approach to HR, with a deep understanding of how talent strategies drive operational performance and organizational success.
Demonstrate a strong customer service orientation, building trust and credibility with internal and external stakeholders.
Labor Relations & Compliance
Serve as the primary point of contact for union‑related matters, including contract interpretation, grievance administration, collective bargaining, and labor strategy development.
Ensure consistent and compliant application of corporate and site‑specific HR policies, procedures, and practices in accordance with federal, state, and local employment laws.
Oversee leave of absence programs (FMLA, STD, LTD, personal leave) ensuring compliance with applicable laws, supporting employee well‑being, and effective case management.
Promote and model the company’s core values and behaviors, embedding them into HR programs, policies, and daily interactions across all levels of the organization.
Maintain in‑depth knowledge of federal and state employment laws, ensuring HR Practices are legally sound and aligned with organizational goals.
Develop, implement, and continuously improve HR policies and procedures that proactively address compliance risks and support effective dispute resolution.
Lead labor relations initiatives that foster constructive union engagement, minimize disputes, and promote a collaborative work environment.
Advise leadership on labor‑related matters, including risk mitigation, contract compliance, and workforce planning in unionized environments.
Partner with corporate HR and legal to navigate complex labor matters, ensuring compliance and alignment with broader organizational policies.
Culture & Engagement
Monitor employee engagement and morale through direct interaction, surveys, and feedback channels; design and implement targeted strategies to improve retention, satisfaction, and workplace culture.
Develop and execute a comprehensive internal communications strategy – including town halls, small group meetings, surveys, and one‑on‑one conversations – to foster transparency, alignment, and trust across all levels of the organization.
Build and sustain a positive employee relations and engagement framework that supports a high‑performance culture and reinforces organizational values.
Support employee recognition and feedback initiatives that reinforce engagement, performance, and alignment with company values.
Champion initiatives that reflect the company’s social ambition, including community engagement, inclusion efforts, and programs that promote a purpose‑driven culture.
Qualifications
Bachelor’s degree in Human Resource Management, Business Administration, or related field; PHR/SPHR certification preferred.
Minimum 7+ years of progressive HR leadership experience, ideally within a unionized manufacturing environment.
Proven expertise in labor relations, including contract negotiations, grievance resolution, and union engagement strategies.
Demonstrated strength in conflict resolution, crisis management, and building trust across all levels of the organization.
Strong executive presence with the ability to influence, coach, and challenge senior leaders using data‑driven insights.
Skilled in leading complex change, managing competing priorities, and driving transformation in challenging environments.
Business‑minded and results‑oriented, with a deep understanding of how HR drives operational performance and organizational success.
Track record of leading and developing high‑performing teams in a collaborative, team‑based environment.
Success in talent management, including identifying, developing, and retaining top talent.
Solid working knowledge of federal and state employment laws, with experience developing and implementing compliant HR policies and procedures.
Proficient in HRIS systems, workforce analytics, and reporting tools.
Excellent analytical, written, and verbal communication skills.
Strong customer service orientation and ability to build credibility with internal and external stakeholders.
Work Environment
This role is based on‑site at the Marshall, TX manufacturing facility, with the HR office centrally located on the plant floor to enable real‑time engagement with employees and leadership.
The facility operates 24/7, requiring the HR Manager to be responsive to issues across all shifts and comfortable navigating a dynamic, round‑the‑clock production environment.
The ideal candidate thrives in a fast‑paced industrial environment where visibility, approachability, and responsiveness are essential to success.
Standard personal protective equipment (PPE) is required, including ear plugs, gloves, safety glasses, and safety toe shoes.
Equal Opportunity & DEI Statement Prysmian, as an Equal Opportunity Employer, aims to attract and recruit individuals with diverse backgrounds, skills, and abilities. We strongly believe that diversity brings significant value at all levels of the organization, increasing the possibility of capturing market opportunities and maximizing value for our customers and stakeholders. With Diversity, Equity, and Inclusion (DE&I) as part of our Social Ambition 2030 and a strategic pillar of our Company culture, Prysmian is committed to the development of an organization that prioritizes talent, where people feel respected, included, and free to fully express their potential just as they are.
All Managers and HRs in Prysmian are responsible for ensuring DE&I policies are respected during the recruiting process, as well as recognizing and mitigating unconscious biases that must not influence our selection processes. All persons will be considered for employment without regard to race, ethnicity, religion, nationality, origin, citizenship status, socio‑economic status, age, sex, gender identity or expression, sexual orientation, marital status, disability, military service or veteran status, pregnancy, parental leave, medical conditions or any other characteristic protected by applicable federal, state or local laws. Prysmian will endeavor to make a reasonable accommodation for any disclosed physical or neurological condition or disability of a qualified applicant unless the accommodation would impose an undue hardship on the operation of our business.
Visit our DE&I Page https://www.dol.gov/sites/dolgov/files/ofccp/regs/compliance/posters/pdf/eeopost.pdf to learn more about Prysmian’s commitments.
Your application data will be treated according to our Data Protection Policy. If you believe you require assistance to complete this form or to participate in an interview, please contact us at talent.mobility@prysmiangroup.com.
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Senior Human Resource Manager
role at
Prysmian
in Marshall, TX.
Prysmian is the world leader in the energy and telecom cable systems industry. Each year, the company manufactures thousands of miles of underground and submarine cables and systems for power transmission and distribution, as well as medium low voltage cables for the construction and infrastructure sectors. We also produce a comprehensive range of optical fibers, copper cables and connectivity for voice, video and data transmission for the telecommunication sector. Prysmian employs 30,000 people across 50+ countries. Everyone at Prysmian has the potential to make their mark; because whatever you do, wherever you are based, you will be part of a company that is helping transform the world around us.
Overview Reporting to the Regional Human Resource Business Partner, the Human Resources Manager is a strategic, hands‑on leader responsible for all HR functions at our Marshall, TX manufacturing facility. This role is pivotal in driving strategic HR leadership, aligning people strategies with business objectives, and enabling operational excellence through data‑driven workforce planning.
Capabilities & Core Responsibilities Strategic HR Leadership
Lead the development of a high‑performance culture by driving leadership capability, coaching, and continuous improvement across all levels of the plant.
Guide change‑management initiatives to ensure smooth transitions, build organizational resilience, and minimize operational disruption.
Serve as a trusted advisor to plant and regional leadership, with the ability to coach, mentor, and influence, and challenge constructively across all levels of the organization.
Apply strong business acumen to interpret workforce data, identify trends, and deliver actionable insights that influence strategic decisions.
Collaborate cross‑functionally to align HR strategies with operational goals, leveraging workforce analytics to support long‑term planning and organizational effectiveness.
Demonstrate proficiency in Microsoft Office tools, especially Excel and PowerPoint, to model workforce scenarios, analyze data, and present compelling recommendations to leadership.
Drive proactive workforce planning by partnering with leadership to forecast talent needs, identify skill gaps, and implement scalable staffing strategies.
Align HR strategies with the company’s social ambition, ensuring people practices reflect a commitment to purpose, inclusion, and community impact.
Workforce Planning & Analytics
Analyze workforce data to identify patterns, trends, and risks related to turnover, absenteeism, productivity, and engagement.
Use data‑driven insights to inform staffing decisions, succession planning, and organizational design, ensuring alignment with long‑term business goals.
Collaborate with finance and operations to align labor planning with business forecasts and operational needs.
Apply analytical and visualization skills to model workforce planning scenarios, uncover trends, and communicate insights that support strategic planning and operational decision‑making.
Translate complex data into clear, actionable recommendations through strong analytical, written, and verbal communication skills.
Demonstrate executive presence with the ability to influence, coach, and challenge senior leaders using workforce analytics and strategic insights.
Lead the annual labor cost planning and monthly reporting process in collaboration with global and regional finance and HR teams.
Talent & Team Development
Lead the implementation of HR best practices across performance management, talent development, succession planning, staffing, compensation, benefits, and compliance to support organizational effectiveness.
Ensure consistent execution of the P+ process, including performance reviews, development planning, and succession strategies, in alignment with business goals and workforce planning.
Oversee recruitment, onboarding, and orientation processes to ensure a seamless, engaging, and retention‑focused new hire experience.
Identify, develop, and retain top talent through targeted strategies that support long‑term organizational growth and capability building.
Develop and elevate the performance of the HR team through coaching, mentoring, and continuous capability building, ensuring alignment with organizational goals, and fostering a culture of excellence, accountability, and impact.
Apply a business‑minded, results‑oriented approach to HR, with a deep understanding of how talent strategies drive operational performance and organizational success.
Demonstrate a strong customer service orientation, building trust and credibility with internal and external stakeholders.
Labor Relations & Compliance
Serve as the primary point of contact for union‑related matters, including contract interpretation, grievance administration, collective bargaining, and labor strategy development.
Ensure consistent and compliant application of corporate and site‑specific HR policies, procedures, and practices in accordance with federal, state, and local employment laws.
Oversee leave of absence programs (FMLA, STD, LTD, personal leave) ensuring compliance with applicable laws, supporting employee well‑being, and effective case management.
Promote and model the company’s core values and behaviors, embedding them into HR programs, policies, and daily interactions across all levels of the organization.
Maintain in‑depth knowledge of federal and state employment laws, ensuring HR Practices are legally sound and aligned with organizational goals.
Develop, implement, and continuously improve HR policies and procedures that proactively address compliance risks and support effective dispute resolution.
Lead labor relations initiatives that foster constructive union engagement, minimize disputes, and promote a collaborative work environment.
Advise leadership on labor‑related matters, including risk mitigation, contract compliance, and workforce planning in unionized environments.
Partner with corporate HR and legal to navigate complex labor matters, ensuring compliance and alignment with broader organizational policies.
Culture & Engagement
Monitor employee engagement and morale through direct interaction, surveys, and feedback channels; design and implement targeted strategies to improve retention, satisfaction, and workplace culture.
Develop and execute a comprehensive internal communications strategy – including town halls, small group meetings, surveys, and one‑on‑one conversations – to foster transparency, alignment, and trust across all levels of the organization.
Build and sustain a positive employee relations and engagement framework that supports a high‑performance culture and reinforces organizational values.
Support employee recognition and feedback initiatives that reinforce engagement, performance, and alignment with company values.
Champion initiatives that reflect the company’s social ambition, including community engagement, inclusion efforts, and programs that promote a purpose‑driven culture.
Qualifications
Bachelor’s degree in Human Resource Management, Business Administration, or related field; PHR/SPHR certification preferred.
Minimum 7+ years of progressive HR leadership experience, ideally within a unionized manufacturing environment.
Proven expertise in labor relations, including contract negotiations, grievance resolution, and union engagement strategies.
Demonstrated strength in conflict resolution, crisis management, and building trust across all levels of the organization.
Strong executive presence with the ability to influence, coach, and challenge senior leaders using data‑driven insights.
Skilled in leading complex change, managing competing priorities, and driving transformation in challenging environments.
Business‑minded and results‑oriented, with a deep understanding of how HR drives operational performance and organizational success.
Track record of leading and developing high‑performing teams in a collaborative, team‑based environment.
Success in talent management, including identifying, developing, and retaining top talent.
Solid working knowledge of federal and state employment laws, with experience developing and implementing compliant HR policies and procedures.
Proficient in HRIS systems, workforce analytics, and reporting tools.
Excellent analytical, written, and verbal communication skills.
Strong customer service orientation and ability to build credibility with internal and external stakeholders.
Work Environment
This role is based on‑site at the Marshall, TX manufacturing facility, with the HR office centrally located on the plant floor to enable real‑time engagement with employees and leadership.
The facility operates 24/7, requiring the HR Manager to be responsive to issues across all shifts and comfortable navigating a dynamic, round‑the‑clock production environment.
The ideal candidate thrives in a fast‑paced industrial environment where visibility, approachability, and responsiveness are essential to success.
Standard personal protective equipment (PPE) is required, including ear plugs, gloves, safety glasses, and safety toe shoes.
Equal Opportunity & DEI Statement Prysmian, as an Equal Opportunity Employer, aims to attract and recruit individuals with diverse backgrounds, skills, and abilities. We strongly believe that diversity brings significant value at all levels of the organization, increasing the possibility of capturing market opportunities and maximizing value for our customers and stakeholders. With Diversity, Equity, and Inclusion (DE&I) as part of our Social Ambition 2030 and a strategic pillar of our Company culture, Prysmian is committed to the development of an organization that prioritizes talent, where people feel respected, included, and free to fully express their potential just as they are.
All Managers and HRs in Prysmian are responsible for ensuring DE&I policies are respected during the recruiting process, as well as recognizing and mitigating unconscious biases that must not influence our selection processes. All persons will be considered for employment without regard to race, ethnicity, religion, nationality, origin, citizenship status, socio‑economic status, age, sex, gender identity or expression, sexual orientation, marital status, disability, military service or veteran status, pregnancy, parental leave, medical conditions or any other characteristic protected by applicable federal, state or local laws. Prysmian will endeavor to make a reasonable accommodation for any disclosed physical or neurological condition or disability of a qualified applicant unless the accommodation would impose an undue hardship on the operation of our business.
Visit our DE&I Page https://www.dol.gov/sites/dolgov/files/ofccp/regs/compliance/posters/pdf/eeopost.pdf to learn more about Prysmian’s commitments.
Your application data will be treated according to our Data Protection Policy. If you believe you require assistance to complete this form or to participate in an interview, please contact us at talent.mobility@prysmiangroup.com.
#J-18808-Ljbffr