Essential Duties & Responsibilities: Human Resources Leadership- Direct the daily operations of the Human Resources department, ensuring the effective delivery of Human Resources programs, services, and support to employees and leaders throughout the organization.
- Establish departmental priorities, goals, and performance expectations while ensuring alignment with the Company's business objectives.
- Supervise, coach, and develop Human Resources staff while establishing clear priorities and accountability.
- Serve as a trusted advisor to the department leaders on Human Resources matters.
Talent Acquisition & Workforce Planning- Provide leadership and oversight of the Company's talent acquisition function to ensure recruiting activities support workforce needs and business objectives.
- Partner with the Recruiter to ensure recruiting strategies, candidate experience, and hiring processes support the Company's staffing objectives.
- Lead the recruitment and selection process for executive, confidential, and other critical positions, as needed.
- Monitor recruiting metrics, hiring effectiveness, and time-to-fill to identify opportunities for continuous improvement.
- Oversee onboarding programs to support the successful integration of new employees.
Employee Relations- Provide guidance to leaders regarding employee relations, investigations, corrective action, performance management, conflict resolution, and policy interpretation.
- Conduct workplace investigations and recommend appropriate resolutions.
- Foster a positive employee relations environment that promotes accountability, engagement, and teamwork.
- Maintain a regular presence throughout manufacturing operations to build relationships with employees and supervisors, address workplace concerns, reinforce Company policies, and provide day-to-day Human Resources support.
Compensation & Benefits- Administer the Company's compensation programs, salary structures, job evaluations, market pricing, merit planning, promotional increases, and incentive programs while ensuring internal equity and market competitiveness.
- Conduct compensation analyses and recommend market-based pay practices.
- Oversee employee benefit programs and serve as the primary liaison with benefit providers and brokers.
- Ensure competitive and cost-effective benefit offerings while supporting employee understanding and utilization.
Performance Management & Organizational Development- Lead the annual performance review and merit planning process for hourly and salaried employees.
- Partner with leaders to identify organizational development opportunities.
- Develop and coordinate leadership development and employee training initiatives.
- Lead career development planning and succession planning initiatives.
Compliance & Risk Management- Ensure compliance with all federal, state, and local employment laws and regulations.
- Maintain and update Human Resources policies, procedures, and employee handbook.
- Oversee compliance related to FMLA, ADA, FLSA, EEO, unemployment claims, and other employment-related matters.
- Maintain HR records and reporting in accordance with legal requirements.
HR Operations- Oversee Human Resources systems, reporting, and employee data integrity.
- Develop, monitor, and report Human Resources metrics, key performance indicators, and workforce analytics to support business decisions and continuous improvement.
- Identify and implement process improvements that enhance efficiency and employee experience.
- Manage departmental budget and outside vendor relationships.
- Oversee HR-related audits, affirmative action reporting, immigration compliance, and government reporting as applicable.
Business Partnership- Partner with executive leadership to support business objectives through effective Human Resources practices.
- Analyze workforce trends, turnover, engagement, and other HR metrics to identify opportunities for improvement.
- Recommend organizational changes that improve effectiveness and operational performance.
- Provide recommendations to leadership regarding organizational structure, staffing, employee development, and Human Resources best practices that support business objectives.
Qualifications & Experience:Education- Bachelor's degree in Human Resources, Business Administration, or related field required.
Experience- 10-15+ years of progressive Human Resources experience, including a minimum of 5 years in an HR leadership role.
- Manufacturing experience strongly preferred.
- Experience supporting both hourly and salaried workforces.
- Experience in compensation administration, benefits administration, employee relations, compliance, talent acquisition, and performance management required.
- Experience developing and administering compensation programs and employee benefit plans strongly preferred.
Certifications- SHRM-SCP, SPHR, PHR, SHRM-CP, or similar certification preferred.
Skills:- Strong knowledge of federal, state, and local employment laws.
- Demonstrated experience leading multiple Human Resources disciplines.
- Experience supporting multi-site manufacturing operations.
- Strong business acumen with the ability to balance employee needs and business objectives.
- Demonstrated ability to build relationships and influence leaders at all levels of the organization.
- Strong employee relations and conflict resolution skills.
- Demonstrated ability to exercise sound judgment, maintain confidentiality, and make independent decisions on complex Human Resources matters.
- Experience conducting workplace investigations.
- Strong understanding of compensation, benefits, performance management, and organizational development.
- Experience administering HRIS systems (UKG Pro preferred).
- Excellent communication, presentation, coaching, and interpersonal skills.
- Strong analytical and problem-solving abilities.
- Ability to prioritize multiple initiatives in a fast-paced manufacturing environment.
- Proficient with Microsoft Office applications.
Physical Requirements & Work Environment:- This position operates in both office and manufacturing environments.
- Regular interaction with employees throughout manufacturing facilities is required.
- Ability to sit, stand, and walk for extended periods.
- Ability to visit manufacturing areas while wearing required PPE.
- Ability to occasionally lift up to 20 pounds.
Occasional extended hours to support shift workers required.
