Primary FunctionOur Middleville, Michigan location is seeking a strategic and experienced HR Manager to serve as the primary Human Resources Business Partner for the Middleville site, with multisite support provided as business needs arise. This role is responsible for aligning people strategies with business objectives, driving organizational effectiveness, developing talent, strengthening leadership capability, and fostering a high-performance culture.
The HR Manager will partner closely with functional and operational leaders to develop and execute strategies related to talent management, organizational development, employee relations, compensation, and benefits. The ideal candidate combines strong business acumen, employee relations expertise, and strategic leadership capabilities to help achieve organizational goals while fostering an engaged, high-performing work environment.
ResponsibilitiesStrategic HR Business Partnership- Serve as the lead HR Business Partner for assigned business functions, providing strategic guidance to leaders on organizational design, workforce planning, talent strategy, employee engagement, and business transformation.
- Partner with senior leadership to align people strategies with business priorities, organizational design, workforce planning, and change initiatives.
- Use HR analytics, workforce insights, and best practices to influence decisions and support business results.
Talent Management & Organizational Development- Lead talent management processes, including performance management, succession planning, leadership development, career pathing, and employee development.
- Partner with leaders to assess talent needs, strengthen leadership capability, and build sustainable pipelines for key roles.
- Provide strategic oversight for talent acquisition, workforce planning, and employer branding initiatives that support current and future business needs.
Employee Relations- Advise leaders and employees on performance management, conflict resolution, policy interpretation, and workplace concerns.
- Promote positive employee relations practices that build trust, communication, engagement, and accountability.
Compensation, Benefits & Total Rewards- Partner with corporate HR leadership on compensation, benefits, pay equity, market competitiveness, and total rewards programs that support attraction, engagement, retention, and business performance.
Culture & Employee Engagement- Champion programs that reinforce company values, enhance employee experience, and strengthen engagement, recognition, retention, and continuous improvement.
- Partner with leaders to build effective teams and foster a collaborative, performance-driven culture.
HR Leadership & Compliance- Lead and mentor HR team members while fostering collaboration, accountability, and professional development.
- Ensure compliance with employment laws, labor regulations, company policies, and HR practices.
- Continuously improve HR policies, processes, and programs that support organizational objectives and employee success.
Job Requirements- Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or HR certification (e.g., SHRM-SCP, SPHR) preferred.
- 7+ years of progressive Human Resources experience, including leadership of broad HR functions and strategic business partnering responsibilities. 3 or more years in a managerial role preferred.
- Demonstrated success partnering with senior leaders to develop and execute people strategies that drive business performance.
- Exceptional communication, consultation, relationship-building, and stakeholder management skills.
- Proven ability to lead change management initiatives and influence organizational outcomes.
- Experience in talent management, succession planning, leadership development, organizational development, and workforce planning.
- Working knowledge of compensation, benefits, talent acquisition, and total rewards strategies.
- Strong understanding of employment laws and HR compliance requirements.
- Proven ability to lead change management initiatives and influence organizational outcomes.
- Strong analytical capabilities with experience utilizing HR metrics and workforce data to drive business decisions.
