HR Director Jobs in Wisconsin
HR Director jobs in Wisconsin are concentrated in Milwaukee, Madison, and Green Bay, where employers like Advocate Aurora Health, Fiserv, and Kohler Co. maintain large people operations and hire hr directors at both the plant-level and enterprise level. Demand is strongest for hr directors with deep experience in manufacturing, healthcare workforce planning, and labor relations, reflecting the state's industrial and health system footprint. Competition is steady rather than fierce, with mid-market manufacturers and regional hospital systems generating the most consistent openings. See the openings below and apply to the ones that match your experience.
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Position Summary
The Director, Human Resources – Manufacturing is the senior HR leader for all U.S. manufacturing operations within Apogee Architectural Metals. Reporting to the Vice President, Human Resources, this role leads the HR Business Partners and site HR teams supporting manufacturing and creates a consistent, high-performing HR operating model across locations. The Director serves as a trusted advisor to manufacturing leadership (VP of Operations, plant leadership, quality, AMS, planning & inventory, etc.), translates business priorities into practical workforce strategies, and works closely with enterprise and segment Centers of Excellence to ensure programs meet the needs of a diverse, dispersed manufacturing workforce.
Key Responsibilities
- Manufacturing HR Strategy and Business Partnership
- Develop and execute the U.S. manufacturing people strategy in alignment with Metals business priorities, operating plans, and long-term capability needs.
- Serve as the primary HR partner to senior manufacturing and operations leaders, offering clear counsel on organization effectiveness, workforce planning, talent development, culture, and change leadership.
- Use workforce, talent, engagement, turnover, labor, and productivity data to identify risks, establish priorities, and measure impact.
- Multi-Site Leadership and Alignment
- Lead, coach, and develop all HR Business Partners and site HR staff supporting Metal’s U.S. manufacturing operations.
- Establish clear expectations, governance, operating rhythms, and consistent standards while allowing appropriate flexibility for local business needs.
- Build a connected HR team that shares practices, solves problems collectively, and delivers a consistent employee and leader experience across locations. Assess HR team capability, clarify roles and accountabilities, and build succession and development plans for critical HR positions.
- COE Partnership and Program Execution
- Partner closely with Centers of Excellence, including Talent Acquisition, Compensation and Benefits, Talent Management, Learning and Development, HR Technology, Payroll, and Leave Management, to translate manufacturing needs into scalable solutions.
- Partner closely with Leave Management, site HR, leaders, Safety, and Legal to ensure timely, consistent, and compliant administration of leave and workplace accommodation processes, including a strong working understanding of the Americans with Disabilities Act interactive process, role clarity, documentation, return-to-work planning, and escalation of complex matters.
- Represent manufacturing requirements in the design and refinement of HR programs, policies, tools, and service-delivery models.
- Ensure disciplined implementation, adoption, and continuous improvement of enterprise and segment HR initiatives across manufacturing locations.
- Talent and Organizational Capability
- Lead workforce planning, organization design, succession planning, talent reviews, leadership development, and critical-role pipelines for manufacturing.
- Strengthen frontline and plant leadership capability through practical development, coaching, onboarding, and change leadership practices.
- Partner with manufacturing leaders to assess leadership capability and build practical development plans for plant managers, operations leaders, and frontline leaders, strengthening their ability to lead people, manage performance, communicate through change, and create accountable, engaged teams.
- Partner with Talent Acquisition and business leaders on strategies for salaried, skilled-trades, hourly production, and contingent labor needs.
- Employee Relations, Labor Strategy, and Compliance
- Provide leadership and oversight for complex employee relations matters, investigations, performance concerns, reductions in force, and organizational changes.
- Promote fair, consistent, and timely application of policies and employment practices across manufacturing locations.
- Maintain awareness of federal and state employment requirements and partner with Legal, Safety, and other stakeholders to manage risk.
- Build a strong partnership with Safety to align employee relations, leave and accommodation practices, workers’ compensation, return-to-work efforts, regulatory requirements, and broader initiatives that support a safe and healthy workplace.
- Provide strategic leadership for labor relations across union and non-union manufacturing locations, including collective bargaining strategy, contract administration, grievance and arbitration matters, labor-management relationships, and contingency planning, in partnership with site leadership and Legal.
- Build leader capability and proactive employee-relations practices that support engagement, retention, and a positive workplace culture.
- Culture, Change, and Operational Excellence
- Champion a culture of accountability, inclusion, continuous improvement, and employee engagement.
- Lead the people side of business transformation, operating-model changes, acquisitions, integrations, restructures, and other significant initiatives.
- Apply continuous-improvement principles to simplify HR processes, improve service, and strengthen execution across the manufacturing network.
- Talent Processes and Performance
- Ensure consistent execution of performance management, compensation planning, engagement, recognition, development, and retention processes.
- Coach leaders on performance, capability, and organizational decisions while balancing business results, employee experience, and risk.
- Develop executive-ready insights, recommendations, and communications for the Vice President, Human Resources and senior business leaders.
Experience & Qualifications
- Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field required; master’s degree preferred. SPHR/SHRM-SCP preferred.
- Ten or more years of progressive Human Resources experience, including significant leadership responsibility in a multi-site manufacturing or industrial environment.
- Demonstrated success leading HR Business Partners and site HR teams across geographically dispersed operations.
- Broad HR leadership experience across employee relations, talent management, succession planning, organization design, workforce planning, compensation, change management, and compliance.
- Working knowledge of leave administration and the ADA interactive process, with demonstrated ability to partner effectively with Leave Management, Safety, Legal, and operations leaders on complex employee matters.
- Experience supporting unionized manufacturing operations and labor relations, including collective bargaining, contract interpretation and administration, grievances, and positive labor-management relationships, strongly preferred.
- Strong record of partnering with senior operations leaders and Centers of Excellence to translate business needs into practical, scalable solutions.
- Ability to influence across organizational levels, lead through ambiguity, and balance enterprise consistency with local manufacturing needs.
- Executive presence, sound judgment, business acumen, and the ability to communicate complex matters clearly and credibly.
- Willingness and ability to travel approximately 25% to U.S. manufacturing locations.
Work Environment/Travel Requirements
- Extended periods of office work on a computer and in team meetings.
- Travel approximately 15-20% to U.S. manufacturing locations and corporate meetings.
- Ability to work in both office and manufacturing environments.
- Ability to lift up to 10 lbs.
This job description outlines the general nature and level of work performed by employees within this classification. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.
Our Benefits
We care about and invest in our employees. We are proud to offer a comprehensive benefits package designed to support their well-being and foster professional development. Here is a glimpse of what you can look forward to if you join our team.
Competitive Benefits Package for employees and their dependents (Medical, Dental, Vision, Life, Disability)
Incentive Plans
401(k) with employer contribution and match
Employee Stock Purchase Plan with employer match
Paid Time Off (Vacation and Sick Time)
Paid Holidays
Tuition Reimbursement Program
Employee Assistance Program (EAP)
Wellness Program
Training and Career Progression
Apogee and our brands are an Equal Opportunity Employer.
Position Summary
The Director, Human Resources – Manufacturing is the senior HR leader for all U.S. manufacturing operations within Apogee Architectural Metals. Reporting to the Vice President, Human Resources, this role leads the HR Business Partners and site HR teams supporting manufacturing and creates a consistent, high-performing HR operating model across locations. The Director serves as a trusted advisor to manufacturing leadership (VP of Operations, plant leadership, quality, AMS, planning & inventory, etc.), translates business priorities into practical workforce strategies, and works closely with enterprise and segment Centers of Excellence to ensure programs meet the needs of a diverse, dispersed manufacturing workforce.
Key Responsibilities
- Manufacturing HR Strategy and Business Partnership
- Develop and execute the U.S. manufacturing people strategy in alignment with Metals business priorities, operating plans, and long-term capability needs.
- Serve as the primary HR partner to senior manufacturing and operations leaders, offering clear counsel on organization effectiveness, workforce planning, talent development, culture, and change leadership.
- Use workforce, talent, engagement, turnover, labor, and productivity data to identify risks, establish priorities, and measure impact.
- Multi-Site Leadership and Alignment
- Lead, coach, and develop all HR Business Partners and site HR staff supporting Metal’s U.S. manufacturing operations.
- Establish clear expectations, governance, operating rhythms, and consistent standards while allowing appropriate flexibility for local business needs.
- Build a connected HR team that shares practices, solves problems collectively, and delivers a consistent employee and leader experience across locations. Assess HR team capability, clarify roles and accountabilities, and build succession and development plans for critical HR positions.
- COE Partnership and Program Execution
- Partner closely with Centers of Excellence, including Talent Acquisition, Compensation and Benefits, Talent Management, Learning and Development, HR Technology, Payroll, and Leave Management, to translate manufacturing needs into scalable solutions.
- Partner closely with Leave Management, site HR, leaders, Safety, and Legal to ensure timely, consistent, and compliant administration of leave and workplace accommodation processes, including a strong working understanding of the Americans with Disabilities Act interactive process, role clarity, documentation, return-to-work planning, and escalation of complex matters.
- Represent manufacturing requirements in the design and refinement of HR programs, policies, tools, and service-delivery models.
- Ensure disciplined implementation, adoption, and continuous improvement of enterprise and segment HR initiatives across manufacturing locations.
- Talent and Organizational Capability
- Lead workforce planning, organization design, succession planning, talent reviews, leadership development, and critical-role pipelines for manufacturing.
- Strengthen frontline and plant leadership capability through practical development, coaching, onboarding, and change leadership practices.
- Partner with manufacturing leaders to assess leadership capability and build practical development plans for plant managers, operations leaders, and frontline leaders, strengthening their ability to lead people, manage performance, communicate through change, and create accountable, engaged teams.
- Partner with Talent Acquisition and business leaders on strategies for salaried, skilled-trades, hourly production, and contingent labor needs.
- Employee Relations, Labor Strategy, and Compliance
- Provide leadership and oversight for complex employee relations matters, investigations, performance concerns, reductions in force, and organizational changes.
- Promote fair, consistent, and timely application of policies and employment practices across manufacturing locations.
- Maintain awareness of federal and state employment requirements and partner with Legal, Safety, and other stakeholders to manage risk.
- Build a strong partnership with Safety to align employee relations, leave and accommodation practices, workers’ compensation, return-to-work efforts, regulatory requirements, and broader initiatives that support a safe and healthy workplace.
- Provide strategic leadership for labor relations across union and non-union manufacturing locations, including collective bargaining strategy, contract administration, grievance and arbitration matters, labor-management relationships, and contingency planning, in partnership with site leadership and Legal.
- Build leader capability and proactive employee-relations practices that support engagement, retention, and a positive workplace culture.
- Culture, Change, and Operational Excellence
- Champion a culture of accountability, inclusion, continuous improvement, and employee engagement.
- Lead the people side of business transformation, operating-model changes, acquisitions, integrations, restructures, and other significant initiatives.
- Apply continuous-improvement principles to simplify HR processes, improve service, and strengthen execution across the manufacturing network.
- Talent Processes and Performance
- Ensure consistent execution of performance management, compensation planning, engagement, recognition, development, and retention processes.
- Coach leaders on performance, capability, and organizational decisions while balancing business results, employee experience, and risk.
- Develop executive-ready insights, recommendations, and communications for the Vice President, Human Resources and senior business leaders.
Experience & Qualifications
- Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field required; master’s degree preferred. SPHR/SHRM-SCP preferred.
- Ten or more years of progressive Human Resources experience, including significant leadership responsibility in a multi-site manufacturing or industrial environment.
- Demonstrated success leading HR Business Partners and site HR teams across geographically dispersed operations.
- Broad HR leadership experience across employee relations, talent management, succession planning, organization design, workforce planning, compensation, change management, and compliance.
- Working knowledge of leave administration and the ADA interactive process, with demonstrated ability to partner effectively with Leave Management, Safety, Legal, and operations leaders on complex employee matters.
- Experience supporting unionized manufacturing operations and labor relations, including collective bargaining, contract interpretation and administration, grievances, and positive labor-management relationships, strongly preferred.
- Strong record of partnering with senior operations leaders and Centers of Excellence to translate business needs into practical, scalable solutions.
- Ability to influence across organizational levels, lead through ambiguity, and balance enterprise consistency with local manufacturing needs.
- Executive presence, sound judgment, business acumen, and the ability to communicate complex matters clearly and credibly.
- Willingness and ability to travel approximately 25% to U.S. manufacturing locations.
Work Environment/Travel Requirements
- Extended periods of office work on a computer and in team meetings.
- Travel approximately 15-20% to U.S. manufacturing locations and corporate meetings.
- Ability to work in both office and manufacturing environments.
- Ability to lift up to 10 lbs.
This job description outlines the general nature and level of work performed by employees within this classification. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.
Our Benefits
We care about and invest in our employees. We are proud to offer a comprehensive benefits package designed to support their well-being and foster professional development. Here is a glimpse of what you can look forward to if you join our team.
Competitive Benefits Package for employees and their dependents (Medical, Dental, Vision, Life, Disability)
Incentive Plans
401(k) with employer contribution and match
Employee Stock Purchase Plan with employer match
Paid Time Off (Vacation and Sick Time)
Paid Holidays
Tuition Reimbursement Program
Employee Assistance Program (EAP)
Wellness Program
Training and Career Progression
Apogee and our brands are an Equal Opportunity Employer.
See All 23 HR Director Jobs in Wisconsin
Find roles in Wisconsin that match your experience and apply in just a few clicks.
Find HR Director JobsHR Director Jobs by City in Wisconsin
Where Wisconsin roles are concentrated, by current openings.
HR Director Job Market in Wisconsin
A snapshot from current Wisconsin openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Healthcare & Medical Services
What Wisconsin Employers Look For
The qualifications that appear most often in HR director jobs across Wisconsin.
- Bachelor's degree in human resources, business administration, or a related field required
- SHRM-SCP or SPHR certification strongly preferred by Wisconsin employers
- Seven or more years of progressive HR experience with at least three in a director-level role
- Demonstrated experience with Wisconsin labor law, including WFMLA and state-specific compliance
- Proven ability to lead full-cycle talent acquisition and workforce planning for large teams
- Experience partnering with manufacturing, healthcare, or financial services operations in the Midwest
HR Director Jobs in Wisconsin: Frequently Asked Questions
How do you become a hr director in Wisconsin?
Most hr directors in Wisconsin start with a bachelor's degree in human resources, business administration, or a related discipline, then build experience across generalist and HR business partner roles before stepping into director-level work. Wisconsin does not require a state-issued license to practice as an hr director, but employers consistently favor candidates who hold the SHRM Senior Certified Professional or Senior Professional in Human Resources credential. Gaining experience in industries dominant in the state, such as manufacturing, healthcare, or financial services, accelerates the path.
How much do HR directors make in Wisconsin?
HR directors in Wisconsin earn a median of about $133,490 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $91,520 for the lowest 10% to over $215,620 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire hr directors in Wisconsin?
Wisconsin hr director roles are posted by Spano Pratt, ATI, and YWCA and others right now, based on current listings on Migrate Mate as of October 2026. Wisconsin's concentration of large manufacturers, regional hospital systems, and financial services headquarters means demand is spread across multiple sectors rather than tied to a single industry.
Which Wisconsin cities have the most hr director jobs?
Milwaukee, Madison, and Cudahy account for the largest share of hr director openings in Wisconsin. Milwaukee drives the most volume as the state's largest metro, anchored by healthcare systems, financial services firms, and manufacturing headquarters, while Madison's openings reflect the University of Wisconsin system, state government, and a growing tech sector, and Green Bay's listings are tied heavily to food production and paper industry employers.
Are there remote hr director jobs in Wisconsin?
Yes, but they are less common than in purely desk-based fields, since hr directors are frequently expected to be present for employee relations matters, compliance oversight, and leadership meetings. About 50% of hr director openings tied to Wisconsin are remote or hybrid as of October 2026, with the remote portion concentrated in roles focused on HR policy development, HRIS administration, and talent acquisition rather than site-level people operations.
How can I get hired as a hr director in Wisconsin with little or no experience?
The most realistic path is to move into an HR business partner or senior HR generalist role first, then build toward a director title over two to four years. Large Wisconsin employers such as Advocate Aurora Health, Lands' End, and SC Johnson run structured HR development programs and often post associate or coordinator roles that serve as entry points. Earning the SHRM Certified Professional credential while in a generalist role and gaining exposure to Wisconsin-specific compliance, including the Wisconsin Family and Medical Leave Act, makes candidates significantly more competitive for director-level openings.
Where can I find and apply to hr director jobs in Wisconsin?
You can find and apply to hr director jobs in Wisconsin on Migrate Mate, which lists current openings from employers actively hiring in the state. Search the listings, identify the roles that match your experience and the industries you know, and apply directly to the ones that fit.
See All 23 HR Director Jobs in Wisconsin
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