Senior Manager Human Resources-Aguascalientes Plant

About Us:
Every person on the planet dreams of a better home. And at LIXIL, we’re committed to making better homes a reality for everyone, everywhere. We make it happen with pioneering water and housing technology solutions. Home to world leading brands like INAX, American Standard, GROHE, TOSTEM and many more, we touch the lives of more than a billion people each day, transforming houses into homes.

Our planet is the home we all share. So how we do business matters. Our inclusive and empowering culture, entrepreneurial spirit and commitment to having a positive impact on the planet are integral to our business strategy.

LIXIL today is on a journey of transformation. The world around us is changing. Technological advances. Evolving needs. New demographics. Shifting expectations. These changes serve as opportunities for solutions to be discovered, and to unlock progress for all.

We invite you to make this journey with us. It is as challenging as it is inspiring. Together we can shape the future of living. We’re a home for growth, for imagination, for creativity. A home for your talent and ambition.

A home for everyone.

Overview:
Como parte del equipo de Recursos Humanos, usted es la fuerza impulsora detrás de la construcción de una cultura sólida para los empleados. Su función evolucionará con las necesidades de la organización cambiante a medida que fomente un entorno de trabajo positivo y respalde el éxito general de la empresa. Usted actúa como puente entre la gerencia y los empleados para garantizar que el lugar de trabajo fomente la productividad y el crecimiento. Con su experiencia para abordar las diversas necesidades de los empleados, contribuirá significativamente al éxito y la capacidad de nuestra organización para atraer, retener y desarrollar los mejores talentos.

Part of the Human Resources team, you are the driving force behind building a strong employee culture. Your role will evolve with changing organizational needs as you foster a positive working environment and support the overall success of the business. You act as the bridge between management and employees to ensure the workplace nurtures productivity and growth. With your expertise in addressing the diverse needs of employees, you will contribute significantly to our organization's success and ability to attract, retain, and develop top talent.

Responsibilities:
This role requires being in the plant five days a week and supporting ~1500 employees,

Reporting Line: Directly to Regional Leader, HR, Operations, Americas and dotted line to the Plant Leader, Aguascalientes plant

Role Overview & Strategic Impact

The Plant HR Leader serves as the primary strategic business partner for the Aguascalientes manufacturing facility, directly aligning people strategy with plant operational targets (Safety, Quality, Delivery, Cost, and Culture). Operating at both the strategic and tactical levels, this leader drives operational excellence, builds organizational capability, and fosters an agile, high-performance plant culture.

Beyond standard operational HR administration, the incumbent translates business roadmaps including automation initiatives, volume fluctuations, productivity targets, and lean manufacturing goals into proactive talent, labor, and capability solutions.

As an organizational gatekeeper, this role serves as the plant’s moral compass and regulatory conscience. The Plant HR Leader has full authority and accountability to safeguard ethical practices, fair labor standards, psychological and physical safety, and corporate governance across all shifts and levels.

The leader models and embeds the LIXIL Behaviors across the manufacturing floor:

Do the Right Thing: Acts as an uncompromising guardian of integrity, ensuring 100% compliance with Mexican labor laws, corporate governance, and ethical standards while upholding fair and transparent employment practices.

Work with Respect: Establishes a plant environment anchored in mutual dignity, open communication, diversity, inclusion, and constructive collaboration across union delegates, floor operators, technical teams, and plant leadership.

Experiment and Learn: Champions a continuous improvement mindset, coaching leaders and teams to learn from operational setbacks, adapt swiftly to manufacturing shifts and innovate human capital workflows using Lean methodologies.

Stakeholder Ecosystem

To drive seamless alignment between operational demands and people initiatives, the Plant HR Leader manages and balances four core stakeholder groups:

Key Partners

Nature of Engagement

Site Operations & Leadership

Plant Manager, Production/EHS/Quality Managers, Shift Supervisors, Engineering Leads

Strategic sparring partner, leadership coach, organizational design advisor, and operational tier-meeting participant.

Workforce & Labor Partners

Direct/Indirect Plant Operators, Union Executive Committee, Union Delegates, Joint Health & Safety Committees (CMX)

Collective bargaining negotiation, dispute resolution, employee advocacy, and building high-trust labor partnerships.

Matrix & Enterprise HR

Broader (global/regional) HR Leadership organization, HR Centers of Excellence (Talent Acquisition, Total Rewards, L&D, People Services etc.)

Localizer and executor of corporate strategies; cascades and executes on enterprise programs and initiatives to the local team.

External Authorities & Institutions

STPS, IMSS, INFONAVIT, Federal Conciliation & Labor Registry (CFCRL), local universities, and technical academies

Legal compliance assurance, inspection readiness, audit compliance, and employer branding pipeline development.

Qualifications:
Core Responsibilities & Strategic Priorities

1. Strategic HR Partnership & Operational Alignment

Partner with the Plant Manager and operations team to align human capital strategy with operational KPIs (OEE, scrap reduction, productivity, and safety).

Fully participate in plant floor governance, including Daily Management Systems (DMS), Gemba walks, safety steering committees, and visual performance reviews.

Lead strategic workforce planning (SWP), anticipating shifts in capacity, automation, seasonality, and specialized skill requirements.

2. Labor Relations, Legal Compliance & Governance

Direct collective bargaining negotiations and ongoing Collective Bargaining Agreement (CBA) administration in full alignment with Mexico’s Federal Labor Law (Ley Federal del Trabajo) and CFCRL legitimation mandates.

Foster collaborative, forward-looking relationships with union leadership to maintain labor peace and operational flexibility.

Serve as lead compliance investigator for ethics complaints, harassment allegations, or policy breaches, maintaining strict confidentiality, due process, and documentation standards.

Oversee mandatory compliance standards, including STPS guidelines, NOM-035 (psychosocial risks), NOM-037 (telework/hybrid where applicable), and REPSE contractor audits.

3. Talent Management, Leadership Coaching & Capability Building

Act as an executive and behavioral coach to plant supervisors and department heads, shifting floor management from transactional supervision to empathetic, performance-driven leadership.

Drive site-wide succession planning, identifying high-potential talent across direct labor and salaried roles to secure a strong pipeline for critical positions.

Oversee site training matrices, technical upskilling, and onboarding frameworks to shorten the time-to-productivity for new hires and cross-functional operators.

4. Talent Acquisition & Employer Branding

Partner with the Talent Acquisition COE to establish efficient sourcing, assessment, and hiring channels for both high-volume hourly labor and specialized engineering/operations roles.

Position the Aguascalientes plant as an employer of choice within the local industrial corridor through partnerships with technical schools, universities, and community programs.

5. Organizational Culture, Engagement & Retention

Lead initiatives that systematically reduce plant absenteeism and voluntary turnover through data-backed root-cause analysis and actionable retention programs.

Champion a plant-wide safety culture in close synergy with the EHS department, reinforcing zero-tolerance policies for unsafe conditions or behaviors.

Partner with the Total Rewards COE to benchmark local market compensation and benefits, ensuring internal equity and external competitiveness.

6. HR Analytics & Continuous Improvement

Define, track, and report on core HR metrics (headcount variance, voluntary/involuntary turnover, absenteeism, overtime ratio, training completion, and time-to-fill).

Apply Lean tools (Kaizen, 5S, Root Cause Analysis/5 Whys, Standard Work) to eliminate waste in HR administrative workflows and onboarding lifecycles.

Required Education & Experience

Education: Bachelor’s degree in Human Resources, Business Administration, Industrial Engineering, Law, Psychology, or related discipline. Master’s degree or MBA advantageous.

Experience: Minimum of 8–10 years of progressive HR experience, with at least 5 years leading the HR function within a mid-to-large-scale manufacturing plant (500+ employees preferred).

Labor Relations: Extensive hands-on experience managing unionized environments in Mexico, including successful collective bargaining negotiations, contract legitimization, and direct interaction with labor boards.

Languages: Full professional bilingual proficiency in English and Spanish (written and spoken) is required, with the ability to influence cross-border executive stakeholders.

Specialized Knowledge & Technical Competencies

Deep, up-to-date expertise in Mexican Labor Law (Ley Federal del Trabajo), recent labor reforms, social security regulations (IMSS/INFONAVIT), and STPS regulatory frameworks (specifically NOM-035).

Demonstrated experience with Lean Manufacturing, Continuous Improvement, and Shop-Floor Daily Visual Management systems.

Proven track record of operating within heavily matrixed, multinational organizations, partnering with centralized HR COEs and remote functional leaders.

Proficiency in enterprise HRIS platforms (e.g., Workday, SAP SuccessFactors) and data analysis tools.

Core Leadership Competencies

Executive Presence & High Emotional Intelligence: Able to engage, empathize with, and influence individuals at all levels—from frontline shop-floor operators to the executive leadership team.

Unyielding Integrity & Candor: Courage to make difficult, values-based decisions and act as a true check-and-balance for site management.

Strategic Agility & Pragmatism: Capacity to zoom out for strategic organizational design and zoom in to resolve urgent shop-floor labor disputes.

Change Leadership: Proven track record of steering culture transformations, lean transformations, or operational turnarounds.

Hiring Range:
Aplicable de acuerdo a localidad

EEO Statement:
Declaración de Igualdad de Oportunidades de Empleo: AS Maquila México S. de R.L. de C.V. y American Standard B&K México, son empleadores que ofrecen igualdad de oportunidades. Todos los solicitantes que resulten calificados para la posición para la que apliquen, serán considerados para el empleo sin distinción de raza, color, religión, lugar de origen, ascendencia, orientación sexual, identidad de género, genética, discapacidad, estado civil, edad, estado civil, estado de salud, condición o cualquier otra característica protegida por la ley.