Manager, Human Resources
Job Description
This is Energizer Holdings, Inc.
Energizer Holdings responsibly creates products to make lives easier and more enjoyable
To do this, we lean into our culture as an organization – we win together, while serving each other, with a willingness to act boldly, all while doing right
Our colleagues hail from all backgrounds, nationalities and walks of life, but our shared mission and purpose make us one team
Because we’re a global organization, you will always have opportunities to learn, grow and develop in your career
We support flexible working arrangements wherever possible.
Position Summary
The Human Resources Manager provides HR leadership and business partnership for the Dayton, Ohio facility, serving as a trusted advisor to plant leadership, people managers, and colleagues across the site
This role enables business performance by aligning people strategies with operational priorities, supporting effective workforce planning, strengthening leader capability, managing colleague relations, and ensuring consistent execution of HR programs, processes, and policies.
The role is also accountable for helping bring Energizer’s culture to life at the site — winning together, serving each other, acting boldly, and doing right — by fostering a workplace where colleagues feel heard, supported, included, and connected to the company’s purpose
The Human Resources Manager partners across HR Centers of Excellence, HR Operations, Payroll, Talent Acquisition, Total Rewards, Legal, and business leaders to deliver practical and compliant solutions.
This position plays a key role in supporting HR priorities, including talent and capability building, leader and colleague development, onboarding and career mobility, performance and engagement, process discipline, digital adoption, and continuous improvement in the colleague experience.
Responsibilities
Supports implementation of HR strategies and initiatives in partnership with the broader Human Resources team to enable business performance, colleague engagement, and operational effectiveness.
Serves as a strategic HR partner to site leadership by translating business needs into practical people plans, including workforce planning, organizational effectiveness, talent development, succession planning, and change management.
Provides site-level insight to HR Centers of Excellence and HR Operations to help ensure enterprise programs, tools, and processes are relevant, practical, and effective for manufacturing colleagues and leaders.
Champions Energizer’s culture by reinforcing behaviors aligned to winning together, serving each other, acting boldly, and doing right in daily interactions, leader coaching, communication, and colleague-facing programs.
Supports engagement, belonging, and culture initiatives by listening to colleague feedback, helping leaders interpret insights, and enabling meaningful action plans that improve the colleague experience.
Promotes One HR ways of working by collaborating across HRBPs, Centers of Excellence, HR Operations, Payroll/WFS, Talent Acquisition, Total Rewards, Legal, and Communications to deliver consistent and coordinated support.
Uses data, systems, and colleague feedback to identify trends, anticipate risks, recommend solutions, and support continuous improvement in HR service delivery.
Enhances the credibility and impact of HR by modeling sound judgment, confidentiality, accountability, inclusion, and a solution-oriented mindset.
Partner with the Dayton plant leadership team to provide strategic and day-to-day HR guidance in support of business priorities, colleague experience, operational effectiveness, and culture.
Provide HR leadership across colleague relations, performance management, leader coaching, workforce planning, talent development, succession planning, compensation administration, benefits communication, onboarding, and policy interpretation.
Coach and counsel leaders and colleagues to resolve workplace issues in a timely, fair, respectful, and compliant manner while supporting positive colleague relations and strong organizational performance.
Advise leaders on HR policies, employment practices, and compliance requirements, including consistent application of policies and appropriate documentation.
Ensure legal compliance and mitigate risk through sound understanding and application of relevant employment laws, company policies, and practices related to AA/EEO, FMLA, accommodations, investigations, timekeeping, and wage and hour matters.
Lead or support colleague relations investigations, corrective action processes, workplace concern reviews, and other sensitive matters with discretion, objectivity, and partnership with Legal as appropriate.
Partner with plant leadership and Talent Acquisition to identify staffing needs, strengthen recruitment strategies, improve candidate experience, and build pipelines for critical roles.
Support internal mobility and talent development by identifying growth opportunities, supporting career conversations, enabling onboarding plans, and helping colleagues understand pathways for development.
Administer and support talent review and succession planning processes, including identification of key talent, development needs, and readiness actions for critical roles.
Drive full utilization of performance management processes, including goal setting, continuous feedback, year-end reviews, calibration, and leader accountability for timely and meaningful colleague feedback.
Support onboarding and assimilation for new colleagues, newly promoted colleagues, and colleagues moving into HR or other internal roles, ensuring they are connected to the right resources, relationships, systems, and expectations.
Partner with HR Operations, Payroll/WFS, and leaders to maintain accurate HRIS, timekeeping, and colleague data for the Dayton location; identify and resolve data or process issues that impact colleague pay, PTO, reporting, or compliance.
Support accurate administration and communication of PTO, leave, attendance, payroll, and timekeeping processes, including resolution of system issues and colleague questions.
Develop, coordinate, or deliver training and communication based on business needs, including leader capability, HR process adoption, compliance, policy changes, engagement actions, and system/process updates.
Serve as a change agent for site, functional, and enterprise initiatives by supporting communication, stakeholder readiness, leader alignment, and adoption of new ways of working.
Reinforce culture and belonging by partnering with leaders and Culture Champions to support engagement, recognition, communication, inclusion, team-building, and local action planning.
Identify opportunities to simplify, standardize, and improve HR processes while maintaining appropriate local relevance for a manufacturing environment.
Partner with HR leadership and business leaders to support organization design, role clarity, workforce optimization, and change plans that minimize disruption and enable business continuity.