We're Not Just in the Packaging Business-We're in the "Wow" Business

Pregis is Hiring!

Why Join Pregis?

Pregis is in the packaging business to protect what matters. We are committed to providing our customers and employees sustainable growth through purpose-driven innovation and customer-centric packaging solutions. If you are looking for a company that is thriving across various high growth industries and is innovative, customer focused, high integrity, believes in strong teamwork and collaboration, Pregis is the company for you. Check out the Pregis Purpose to learn how sustainability and social responsibility is at the very core of our company DNA.

Pregis LLC

Human Resources Manager

Sussex, WI

General Scope of Job

The Human Resources Business Partner (HR Manager) is a strategic, hands-on partner to Operations and Plant leadership, aligning people strategies to business goals across multiple manufacturing sites. This role uses data, strong coaching capability, and sound judgment to drive workforce planning, organizational effectiveness, leader development, and a positive employee experience. The HRBP/Manager leads proactive employee relations, ensures regulatory compliance, and builds trusted relationships with employees and leaders while modeling integrity, discretion, and high standards of confidentiality.

This role will be based in Sussex, WI (5 days a week) with up to 15% travel to Elkhorn, WI.

Essential Duties and Responsibilities

• Serve as the primary HR partner to Plant and Operations leaders-translating business strategy into a people plan, and advising on organization health, capability, and risk.
• Lead talent management (performance, development, and succession) for the site(s); build leadership bench strength and ensure follow-through on growth plans.
• Drive organizational effectiveness: assess structure, spans/layers, skills, and operating rhythms; recommend org design and capability actions aligned to safety, quality, delivery, and cost goals.
• Enable leaders through coaching and practical tools (feedback, recognition, communications, difficult conversations, and conflict resolution) to strengthen engagement and accountability.
• Own workforce planning for the site(s): headcount planning, labor models, critical roles, and readiness plans for expansion, demand shifts, and retirements.
• Partner with leaders and L&D to identify skills gaps and implement learning strategies that improve supervisor effectiveness and frontline capability.
• Lead and support change management for site initiatives (culture, process, systems, and policy changes); coach leaders to communicate and sustain adoption.
• Partner with Talent Acquisition and site leaders on staffing strategy (FTE and temporary), selection, and onboarding to meet production needs and cost targets.
• Build HR capability at the site level through coaching, standard work, and continuous improvement; influence organization design and role clarity aligned to priorities.
• Ensure compliance with federal, state, and local employment regulations; partner with Legal as needed and maintain audit-ready practices.
• Use continuous improvement (Lean) to simplify, document, and improve HR processes (hiring, onboarding, attendance, corrective action, etc.), supporting ISO or similar standards where applicable.
• Strengthen positive employee relations through consistent leader practices, fair processes, and proactive issue resolution; provide guidance on labor strategy and manager training as needed.
• Lead complex employee relations matters (investigations, performance management, policy interpretation, conflict resolution) with a focus on consistency, documentation, and respect.
• Partner with Compensation to support wage structures, market competitiveness, and equitable practices; advise leaders on pay decisions within guidelines.
• Partner with Safety and Operations to support a strong safety culture; integrate safety expectations into leadership routines, onboarding, and accountability systems.
• Leverage Corporate HR Centers of Excellence (Benefits, Total Rewards, Talent Acquisition, L&D, HRIS) and use HR data/metrics to improve decisions, track progress, and communicate outcomes.

Experience & Skills

• Bachelor's degree or equivalent combination of education and experience, with 7+ years of progressive HR experience in a manufacturing plant environment, including HR leadership experience. Multi-site scope a plus.
• Proficiency required in written and interpersonal communication skills.

• Competency in Microsoft Office applications; Ceridian Dayforce experience preferred.
• Experience in HRIS, HR data reporting and credentialing as well as familiarity with federal and state employment laws preferred.
• Must have sound critical thinking and decision-making abilities.
• Must be able to maintain confidentiality and handle access to sensitive information.
• Professional HR certification preferred (e.g., SHRM-CP/SHRM-SCP, PHR/SPHR).
• Ability to work at the Sussex plant 5 days/week and travel to Elkhorn, WI plant up to 15%.
  
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Diversity and Inclusion

We believe in diversity of thought and bringing together other traits and characteristics that make an individual bring a unique experience to Pregis. We strive to foster an inclusive environment where behaviors and social norms ensure people are welcome.

Affirmative Action/EEO Statement/Inclusion

We offer equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type based on race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. We support inclusion and believe in welcoming a collective sum of individual differences, thoughts, traits, and characteristics to represent Pregis' culture and achievements.

Visit us at www.pregis.com for more information about Pregis LLC.