Stellar Energy
Talent Acquisition Leader | Driving Recruitment Excellence | Connecting Ambitions with Opportunities
Reports to: VP Human Resources
Company Summary Stellar Energy provides bespoke state‑of‑the‑art solutions for optimized performance, bridging a critical gap in the energy transition toward a better future. In business for over 25 years, we have added efficiency and capacity to customer infrastructure in more than 15 countries. More dispatchable power. Increased LNG production. Greater Data Center efficiency and lower costs. Lower emissions for greater sustainability. Hyperscale deployment at the best possible speed to first megawatt. All delivered with a 100% performance test passage rate.
Summary The Senior HR Plant Manager is responsible for leading all HR functions within the manufacturing facility, including workforce planning, employee relations, talent acquisition, training, performance management, and compliance with corporate policies and regulatory requirements. This role acts as a strategic business partner to plant leadership, ensuring alignment between people, safety, and operational goals to support a high‑performance, compliant, and engaged workforce.
Essential Functions
Strategic HR Leadership
Partner with Site Director and corporate HR to execute workforce strategies aligned with business objectives and production goals.
Serve as a trusted advisor to plant leadership on organizational design, staffing, culture, and talent retention.
Lead initiatives that promote employee engagement, accountability, and operational excellence.
Talent Acquisition and Workforce Planning
Oversee recruitment, onboarding, and retention for all hourly, skilled trades, and salaried plant roles.
Collaborate with local trade schools, staffing agencies, and community organizations to maintain a robust pipeline of manufacturing talent.
Analyze headcount needs and turnover trends to ensure appropriate staffing and succession planning.
Employee Relations and Culture
Maintain a positive, proactive employee relations environment through coaching, communication, and engagement programs.
Investigate and resolve employee complaints, conflicts, and disciplinary matters in accordance with company policy and employment law.
Partner with leadership to maintain an open, safety‑first, and performance‑driven culture.
Training and Development
Support plant‑level training programs, including safety orientation, leadership development, and technical skills training.
Ensure consistency and compliance with corporate training frameworks (e.g., FIT, STAR, SWAT).
Identify skill gaps and recommend upskilling strategies to enhance workforce capability.
Compliance and HR Operations
Ensure compliance with all federal, state, and local employment laws and regulations (EEO, FMLA, FLSA, OSHA, etc.).
Administer and oversee payroll changes, attendance tracking, and HRIS accuracy.
Support audits and reporting related to ISO, OSHA, and other regulatory requirements.
Performance Management and Compensation
Facilitate performance review cycles, ensuring timely feedback and documentation.
Partner with corporate HR on pay structures, merit increases, and incentive programs.
Monitor internal equity and market competitiveness for hourly and salaried positions.
Other Key Responsibilities Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Strategic business partnership
• Employee engagement and culture building
• Coaching and influencing skills
• Operational excellence mindset
Physical Demands Occasionally required to stand, walk, sit, use hands to handle objects, reach with hands and arms, balance, stoop, kneel, talk or hear; may lift or move up to 25 pounds.
Position Type / Hours Full‑time. Days and hours are Monday through Friday, 8:00 a.m.–5:00 p.m.; occasional weekend work may be required.
Required Education and Experience
Bachelor’s degree in human resources, business administration or related field.
7+ years of progressive HR experience, with at least 3 years in a manufacturing or industrial environment.
Strong knowledge of employment law and HR best practices.
Proven ability to manage HR operations in a fast‑paced, high‑volume environment.
Excellent interpersonal, leadership, and communication skills.
Proficient in Microsoft Office.
Preferred Education and Experience
Experience with HR Analytics.
Travel Less than 10% travel.
Work Authorization Must be authorized to work in the USA.
Other Duties 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.
Equal Employment Opportunity Stellar Energy Americas Inc. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Stellar Energy Americas Inc. complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.
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Company Summary Stellar Energy provides bespoke state‑of‑the‑art solutions for optimized performance, bridging a critical gap in the energy transition toward a better future. In business for over 25 years, we have added efficiency and capacity to customer infrastructure in more than 15 countries. More dispatchable power. Increased LNG production. Greater Data Center efficiency and lower costs. Lower emissions for greater sustainability. Hyperscale deployment at the best possible speed to first megawatt. All delivered with a 100% performance test passage rate.
Summary The Senior HR Plant Manager is responsible for leading all HR functions within the manufacturing facility, including workforce planning, employee relations, talent acquisition, training, performance management, and compliance with corporate policies and regulatory requirements. This role acts as a strategic business partner to plant leadership, ensuring alignment between people, safety, and operational goals to support a high‑performance, compliant, and engaged workforce.
Essential Functions
Strategic HR Leadership
Partner with Site Director and corporate HR to execute workforce strategies aligned with business objectives and production goals.
Serve as a trusted advisor to plant leadership on organizational design, staffing, culture, and talent retention.
Lead initiatives that promote employee engagement, accountability, and operational excellence.
Talent Acquisition and Workforce Planning
Oversee recruitment, onboarding, and retention for all hourly, skilled trades, and salaried plant roles.
Collaborate with local trade schools, staffing agencies, and community organizations to maintain a robust pipeline of manufacturing talent.
Analyze headcount needs and turnover trends to ensure appropriate staffing and succession planning.
Employee Relations and Culture
Maintain a positive, proactive employee relations environment through coaching, communication, and engagement programs.
Investigate and resolve employee complaints, conflicts, and disciplinary matters in accordance with company policy and employment law.
Partner with leadership to maintain an open, safety‑first, and performance‑driven culture.
Training and Development
Support plant‑level training programs, including safety orientation, leadership development, and technical skills training.
Ensure consistency and compliance with corporate training frameworks (e.g., FIT, STAR, SWAT).
Identify skill gaps and recommend upskilling strategies to enhance workforce capability.
Compliance and HR Operations
Ensure compliance with all federal, state, and local employment laws and regulations (EEO, FMLA, FLSA, OSHA, etc.).
Administer and oversee payroll changes, attendance tracking, and HRIS accuracy.
Support audits and reporting related to ISO, OSHA, and other regulatory requirements.
Performance Management and Compensation
Facilitate performance review cycles, ensuring timely feedback and documentation.
Partner with corporate HR on pay structures, merit increases, and incentive programs.
Monitor internal equity and market competitiveness for hourly and salaried positions.
Other Key Responsibilities Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Strategic business partnership
• Employee engagement and culture building
• Coaching and influencing skills
• Operational excellence mindset
Physical Demands Occasionally required to stand, walk, sit, use hands to handle objects, reach with hands and arms, balance, stoop, kneel, talk or hear; may lift or move up to 25 pounds.
Position Type / Hours Full‑time. Days and hours are Monday through Friday, 8:00 a.m.–5:00 p.m.; occasional weekend work may be required.
Required Education and Experience
Bachelor’s degree in human resources, business administration or related field.
7+ years of progressive HR experience, with at least 3 years in a manufacturing or industrial environment.
Strong knowledge of employment law and HR best practices.
Proven ability to manage HR operations in a fast‑paced, high‑volume environment.
Excellent interpersonal, leadership, and communication skills.
Proficient in Microsoft Office.
Preferred Education and Experience
Experience with HR Analytics.
Travel Less than 10% travel.
Work Authorization Must be authorized to work in the USA.
Other Duties 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.
Equal Employment Opportunity Stellar Energy Americas Inc. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Stellar Energy Americas Inc. complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.
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