Position Overview:As the Human Resources Manager supporting second and third shift operations, you will serve as the primary HR business partner for manufacturing leaders and employees across a large onsite production environment in Huntsville, Alabama. You will work closely with operations leadership to align workforce strategies with business objectives, support employee engagement, and maintain organizational effectiveness across off-shift operations. In this role, you will lead HR programs and processes related to employee relations, talent management, workforce planning, staffing, and leadership development while directly overseeing the off-shift HR team. You will also provide a visible and consistent HR presence during non-traditional operating hours to help support employees and business leaders. This role offers the opportunity to make a meaningful impact on workforce performance, employee experience, and operational success within a critical manufacturing operation.
Key Responsibilities:- Serve as the primary HR business partner for second and third shift leadership teams, aligning people strategies with operational priorities and workforce needs.
- Lead HR support for off-shift operations, including employee relations, investigations, performance management, corrective actions, employee engagement, and workforce stabilization initiatives.
- Provide coaching and guidance to supervisors, managers, and business leaders on employee relations, policy interpretation, talent management, and leadership effectiveness.
- Lead, develop, and supervise HR Generalists supporting second and third shift operations.
- Partner with operations leadership and talent acquisition teams to support workforce planning, staffing, onboarding, retention, and workforce growth initiatives.
- Drive execution of performance management, talent reviews, succession planning, and employee development processes within assigned business areas.
- Support organizational changes and business initiatives by facilitating workforce planning activities and effective change adoption.
- Monitor workforce metrics, including absenteeism, turnover, staffing performance, employee relations trends, and engagement indicators, and recommend corrective actions when needed.
- Partner with HR Centers of Excellence to implement programs related to compensation, benefits, learning, talent development, and organizational effectiveness.
- Ensure compliance with employment laws, company policies, labor practices, and HR procedures while serving as an escalation point for complex employee relations matters.
- Promote a culture of accountability, inclusion, continuous improvement, employee engagement, and operational excellence.
Desired Competencies:- Leadership: You inspire, guide, and empower others to achieve their best by setting clear direction, fostering trust, and creating an environment where people feel supported, motivated, and accountable for delivering results.
- Business Acumen: You understand how your work impacts financial performance, operational efficiency, and organizational goals, and you make decisions with the broader business context in mind.
- Data & Analytical Literacy: You interpret data, metrics, or reporting to inform decisions, identify trends, and measure outcomes relevant to your role.
Qualifications:- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.
- Minimum 7 years of progressive Human Resources experience, including support of manufacturing, distribution, or operations environments.
- Strong employee relations experience, including investigations, performance management, conflict resolution, and risk mitigation.
- Experience coaching frontline and mid-level leaders on employee and talent-related matters.
- Demonstrated experience leading and developing HR professionals or teams.
- Experience supporting workforce growth, high-volume staffing, organizational change, and operational initiatives.
- Strong business acumen with the ability to balance employee needs and business objectives.
- Proven ability to build credibility and influence with leaders, employees, and cross-functional partners.
- Strong analytical, problem-solving, and organizational skills, including experience using workforce metrics to support decision-making.
- Advanced proficiency with Microsoft Office applications and HRIS systems.
- Master's degree, PHR, SPHR, SHRM-CP, SHRM-SCP certification, and experience using workforce analytics and reporting tools preferred.
- This position is not eligible for immigration sponsorship.
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To qualify for this position, former employees must be eligible for rehire, and current employees must be in good standing.
At Polaris we put our employees first, by offering a holistic approach to their health and financial wellbeing. Polaris is proud to offer competitive compensation, including a market-leading profit-sharing plan that is fundamental to our pay-for-performance culture. At Polaris, employees are owners of the company through company contributions to our Employee Stock Ownership Plan and discounted employee stock purchases plan. Employees receive a generous matching contribution to 401(k), financial wellness education and consultation to plan for their financial future. In addition to competitive pay, Polaris provides a comprehensive suite of benefits, including health, dental, and vision insurance, wellness programs, paid time off, gym & personal training reimbursement, life insurance and disability offerings. Through the Polaris Foundation and our Polaris Gives paid volunteer time off, we support employees who actively volunteer their time, efforts, and passions to improve the health and wellbeing of the communities in which they live, play and work. Employees at Polaris drive our success and are rewarded for their commitment.
