POSITION SUMMARY

The HR Manager serves as the senior HR practitioner and operational leader for approximately 1,200 employees across two locations: the Kansas City corporate and primary manufacturing facility and the Sedalia, Missouri location. Reporting directly to the VP of Human Resources, this role owns the day-to-day execution and strategic delivery of human resources across the full employee lifecycle - with particular depth in employee relations, legal compliance, complex investigations, and workforce management.

This is a working manager role with five direct reports based in Kansas City: an Assistant HR Manager, an HR Generalist, an HR Coordinator, and two front desk/reception staff. The HR Manager is accountable for the development and performance of this team while simultaneously functioning as the primary subject matter expert on complex HR matters for managers, supervisors, and site leadership across both locations. The scope and complexity of this role demands a seasoned HR professional who can operate both strategically and in the details.

TEAM STRUCTURE & DIRECT REPORTS

The HR Manager leads a team of five direct reports, all based at the Kansas City location:

• Assistant HR Manager - serves as the primary backup and secondary HR authority; supports ER matters, manages a defined employee population, and assumes the HR Manager's responsibilities in their absence.
• HR Generalist - supports employee programs, HRIS data integrity, leave administration coordination, onboarding, and day-to-day employee support.
• HR Coordinator - manages administrative HR functions including personnel records, I-9 compliance, HR inbox triage, and onboarding logistics.
• Front Desk / Reception Staff (2, Kansas City) - first point of contact for employees and visitors at the Kansas City facility; support HR administrative functions as directed.

HR support for the Sedalia location is extended through the HR Manager and team on a remote basis, supplemented by regular on-site visits to the Sedalia facility approximately every other month (estimated 6 visits annually; day trips typical given the approximately 90-mile distance).

PRIMARY RESPONSIBILITIES

Employee Relations & Investigations

• Serves as the primary authority for employee relations matters across both Kansas City and Sedalia locations, managing a high volume and high complexity caseload.
• Conducts thorough, defensible investigations into allegations of misconduct, harassment, discrimination, policy violations, and workplace conflicts - documenting findings, conclusions, and recommended actions with precision and legal rigor.
• Advises and coaches managers and supervisors through performance management, corrective action, and disciplinary processes; ensures consistency of application across both locations.
• Partners with legal counsel and the VP of Human Resources on matters that escalate to litigation, EEOC charges, or formal legal correspondence; prepares documentation, position statements, and chronologies as required.
• Manages workers' compensation matters including initial reporting, coordination with the carrier, return-to-work planning, and ongoing communication with employees and supervisors throughout the process.
• Identifies ER trends and root causes at both locations; recommends and implements corrective actions at the organizational level to address systemic issues.

Legal Compliance & Leave Administration

• Maintains expert-level working knowledge of federal and applicable state employment law, including FMLA, ADA/ADAAA, Title VII, and FLSA regulations.
• Owns the administration and tracking of all leaves of absence across both locations, including FMLA, ADA accommodations, personal leave, military leave, and workers' compensation leave - ensuring accurate documentation and regulatory compliance throughout.
• Interfaces directly with employees, managers, and third-party administrators on leave eligibility, rights, and obligations; makes independent determinations on complex or ambiguous leave situations.
• Monitors changes in federal and Missouri state employment law; proactively updates policies, practices, and manager guidance to maintain compliance.
• Ensures company policies and practices are consistently applied and legally defensible; escalates risk areas to the VP of Human Resources with recommended remediation.

Leadership & Team Management

• Provides direct supervision, coaching, performance management, and professional development for five direct reports at the Kansas City location.
• Sets team priorities, manages workload distribution, and ensures adequate HR coverage and service levels across both Kansas City and Sedalia.
• Develops the Assistant HR Manager as the functional backup for the role; delegates appropriately to build capability and capacity within the team.
• Models and reinforces a culture of confidentiality, professionalism, responsiveness, and employee-centered service.

Strategic HR Partnership

• Partners with site leadership, department heads, and the VP of Human Resources to align HR support with business priorities across both locations.
• Provides guidance and consultation to managers on organizational effectiveness, workforce planning, talent retention, and change management.
• Collaborates with adjacent functions - including in-house Recruiting, Payroll, Benefits Administration, Compensation, EHS/Safety, and L&D - to ensure seamless HR service delivery.
• Contributes to the development, revision, and communication of HR policies and the employee handbook.

Workforce & HR Operations

• Oversees HR operational functions at both locations, ensuring consistency in processes, documentation standards, and compliance practices.
• Supports onboarding and offboarding processes; ensures a consistent and compliant experience for all new hires, transfers, and separations.
• Manages sensitive employee information with the highest standards of confidentiality and discretion.

DECISION-MAKING AUTHORITY

The HR Manager is expected to exercise independent judgment and make final decisions in the following areas without requiring escalation:

• Employee relations case management, investigation findings, and recommended corrective actions
• Leave of absence determinations, including FMLA eligibility, ADA accommodations, and return-to-work decisions
• Day-to-day HR policy interpretation and application
• Performance coaching recommendations to managers
• Workers' compensation coordination and return-to-work planning

The HR Manager is expected to consult with and escalate to the VP of Human Resources on matters involving: potential litigation or legal exposure, terminations, significant policy exceptions, or matters with cross-functional or multi-location implications.

QUALIFICATIONS

Required

• Bachelor's degree in Human Resources, Business Administration, or a related field; or equivalent professional experience.
• Minimum 10 years of progressive HR experience, including at least 5 years in a manager or senior HR generalist role.
• Demonstrated experience managing complex employee relations matters and conducting formal workplace investigations.
• In-depth working knowledge of FMLA, ADA, Title VII, FLSA, and Missouri state employment law.
• Experience managing workers' compensation claims and coordinating with carriers and legal counsel.
• Prior experience supporting multi-site or high-headcount environments (manufacturing experience strongly preferred).
• Proven ability to manage and develop a team of HR professionals.
• Strong HRIS proficiency; ability to generate and interpret workforce data and reporting.
• Ability to travel approximately 10%, primarily consisting of day trips to the Sedalia, MO location (approx. 90 miles).

Preferred

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience in a combined corporate and manufacturing or industrial environment.
• Prior experience with legal correspondence, EEOC charge response, or employment litigation support.
• Familiarity with ADP or similar HRIS platforms.

KEY COMPETENCIES

The following competencies are essential to success in this role:

Judgment & Decision-Making

Makes sound, well-reasoned decisions in complex and ambiguous situations; knows when to act independently and when to escalate.

Legal & Regulatory Acumen

Navigates employment law with confidence; translates legal requirements into practical guidance for managers and employees.

Investigation Rigor

Conducts thorough, objective, and legally defensible investigations; documents findings clearly and takes appropriate action.

Team Leadership

Develops, motivates, and holds accountable a team of HR professionals; builds capability and delegates effectively.

Confidentiality & Trust

Maintains the highest standards of discretion; is trusted by employees at all levels as fair, credible, and approachable.

Multi-Site Effectiveness

Delivers consistent HR service and maintains strong relationships across geographically dispersed locations.