With more than 120 operations and approximately 20,000 employees worldwide, Precision Castparts Corp. is the spanet leader in manufacturing large, complex structural investment castings, airfoil castings, forged components, aerostructures and highly engineered, critical fasteners for aerospace applications. In addition, we are the leading producer of airfoil castings for the industrial gas turbine spanet. We also manufacture extruded seamless pipe, fittings, and forgings for power generation and oil & gas applications; commercial and military airframe aerostructures; and metal alloys and other materials for the casting and forging industries. With such critical applications, we insist on quality and dependability – not just in the materials and products we make, but in the people we recruit.
PCC is relentless in its dedication to being a high-quality, low-cost and on-time producer; delivering the highest value to its customers while continually pursuing strategic, profitable growth.
In 2016, Berkshire Hathaway, led by Chairman and CEO Warren E. Buffett, acquired Precision Castparts Corp.
The on-site Human Resources Director will lead HR operations across two manufacturing facilities, serving as a strategic partner to plant leadership and a champion for workforce excellence. This hands-on role is responsible for developing and executing HR strategies that support operational goals, drive employee engagement, and ensure compliance. A critical component of this role is to build and develop HR teams at each plant to provide consistent, high-quality support for daily HR functions. The HR Director will also be responsible for managing HR budgets, employment-related costs, succession planning, compensation alignment, and employee satisfaction to ensure long-term organizational effectiveness and competitiveness.
Key Responsibilities:
- HR Strategy & Leadership
Align HR initiatives with plant and corporate objectives to support productivity, safety, and workforce stability. - Team Development
Recruit, mentor, and lead HR staff at each plant to ensure effective support for daily HR operations and employee needs. - Budgeting & Cost Management
Develop and manage HR department budgets for both plants. Monitor and control employment-related costs, including headcount, overtime, benefits, and staffing agency spend. - Workforce Planning & Talent Acquisition
Partner with plant managers to forecast staffing needs and lead recruitment efforts for hourly and salaried roles. - Succession Planning
Identify and develop internal talent pipelines to ensure continuity in key roles and support long-term workforce planning. - Compensation Strategy & Alignment
Ensure compensation practices are competitive, equitable, and aligned with company strategy. Partner with corporate HR and finance to manage salary structures, incentive programs, and total rewards. Ensure compensation is positioned to attract, retain, and motivate high-performing talent across both plant locations. - Employee Relations & Engagement
Promote a positive work culture through proactive employee relations, conflict resolution, and engagement programs. - Compliance & Labor Practices
Ensure adherence to federal, state, and local labor laws, as well as company policies and procedures. - Training, Coaching & Development
Identify skill gaps and implement training programs to support employee growth, safety, and operational excellence. Coach plant leaders and HR team members to strengthen leadership capabilities and foster a culture of accountability and development. - Workers’ Compensation Case Management Oversee and manage workers’ compensation cases to ensure timely reporting, effective communication with insurance providers, and successful return to work strategies.
- Performance Management
Guide leadership through performance reviews, coaching, and corrective action processes. - HR Metrics & Reporting
Monitor and analyze HR data to inform decisions and improve plant performance. - Change Management & Culture Building
Lead HR aspects of organizational change, including restructuring, process improvements, and cultural initiatives. - Other Duties as Assigned
Key Metrics of Accountability:
- Turnover Rate (voluntary and involuntary)
- Time-to-Fill for open positions
- Employee Engagement & Satisfaction Scores
- Absenteeism Rate
- Overtime Hours and Costs
- Labor Cost as a Percentage of Revenue
- Training Hours per Employee
- Internal Promotion Rate and Succession Readiness
- HR Budget Adherence
- Employee Survey Scores
- Compliance Audit Results
- Workers’ compensation claims closure rate
Qualifications:
- Bachelor’s degree in human resources, Business, or related field (master’s preferred)
- 8+ years of progressive HR experience, with at least 3 years in a leadership role supporting manufacturing operations.
- Proven experience building and managing HR teams across multiple locations.
- Demonstrated ability to work closely with plant operators and frontline employees to support engagement, resolve issues, and foster a positive shop floor culture.
- Strong interpersonal and coaching skills with the ability to build trust and influence across all levels of the organization.
- Strong knowledge of employment law, labor relations, and HR compliance
- Experience managing HR budgets, employment costs, and compensation programs.
- Demonstrated success in employee engagement, succession planning, and talent development.
- Strong attention to detail and a continuous improvement mindset
- Proven ability to drive results through data-driven decision-making and strategic HR initiatives.
- Excellent communication, leadership, and problem-solving skills
- Willingness to travel regularly between plant sites.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
For informational purposes only, the range for annual base salary for this role is $183,000 to $210,000 US Dollar (USD) Salaried based on a variety of factors. For informational purposes only, this role is eligible to participate in the Company’s Executive Bonus Plan, paid out up to 30 of the applicable annual base salary, based on the Company’s performance in the prior calendar year. Employees will receive 120 hours paid time off every year. Employees will also receive 10 paid holidays. Employees (and their families) are eligible to participate in the companys medical, dental, vision, and basic life insurance. Employees are eligible to enroll in the Company’s 401(k) plan.
The position will be eligible to participate in the Company’s Long-Term Incentive Program
