Human Resources Manager (Leadership Team)

Full-time: Monday-Friday 7:00-3:00

Location: Kingston, MA - In-person

Position Summary

This newly created leadership position reports directly to senior management and is responsible for leading all Human Resources functions for our growing organization. As both a strategic business partner and hands-on HR leader, you'll oversee the complete employee lifecycle while helping strengthen our culture, develop our leaders, and build an engaged, accountable workplace.

The ideal candidate is highly visible throughout the office and shop, builds trusted relationships at every level of the organization, and is comfortable coaching leaders, navigating difficult conversations, and driving positive organizational change.

While our union field employees primarily require HR support related to compliance, benefits, and employment administration, this role oversees the complete employee lifecycle for our growing non-union office staff.

Key Responsibilities

Leadership & Company Culture

• Partner with senior leadership to develop and execute HR strategies that support company objectives.
• Champion a positive, collaborative, and accountable company culture built on trust, respect, professionalism, and open communication.
• Maintain a visible presence throughout the office and shop to build trusted relationships with employees at every level.
• Lead organizational change initiatives and support continuous improvement efforts throughout the company.

Talent Acquisition & Employee Development

• Manage the full-cycle recruitment process including sourcing, interviewing, hiring, and onboarding.
• Partner with department managers to understand staffing needs and workforce planning.
• Develop creative recruiting strategies and build relationships with trade schools, colleges, professional organizations, and other talent pipelines.
• Develop effective recruiting strategies for hard-to-fill roles.
• Work closely with the Business Operations Department to coordinate onboarding efforts, as well as employee training that successfully integrates new employees into our culture.
• Identify and develop high-potential employees for future leadership opportunities.

Performance Management

• Oversee the performance review process for non-union employees.
• Assist senior management with compensation planning, salary benchmarking, and merit review processes.
• Provide day-to-day coaching to managers on performance management, employee development, documentation, corrective action, and career development.
• Support succession planning and employee retention initiatives.

Employee Relations

• Serve as a trusted advisor to managers and employees on employee relations, conflict resolution, workplace concerns, and organizational change.
• Serve as the primary resource for employee HR questions and workplace concerns.
• Manage and resolve employee relations matters with professionalism, fairness, and confidentiality.
• Conduct objective workplace investigations and recommend appropriate corrective actions.
• Promote consistent application of company policies and employment practices.

HR Operations & Compliance

• Develop, implement, and continuously improve HR policies, procedures, and best practices to support operational efficiency.
• Maintain accurate employee records and HRIS systems.
• Ensure compliance with all federal, state, and local employment laws and regulations.
• Stay current on applicable employment legislation and proactively advise leadership on HR-related risks.
• Prepare HR reports, metrics, and workforce analytics to support business decisions.
• Work with Senior Leadership to create and maintain an Employee Handbook.

Benefits & Administration

• Administer employee benefit programs and annual Open Enrollment.
• Support employees with ongoing benefit questions and enrollment.
• Partner with Business Operations to manage workers' compensation, leave administration, return-to-work programs, and related compliance.
• Maintain compliance with the Local 550 Collective Bargaining Agreement as it relates to HR administration and employment practices.

Safety & Training

• Partner with operations and the Safety Committee to support OSHA compliance and workplace safety initiatives.
• Promote a culture focused on safety, accountability, and continuous improvement.

Other duties and responsibilities may be assigned as business needs evolve.

Qualifications

• Bachelor's Degree in Human Resources, Business Administration, or related field required.
• Minimum of 10 years of progressive Human Resources experience.
• Minimum of 3 years in an HR leadership or management role.
• Construction, manufacturing, industrial, or related industry experience required.
• Experience supporting employees at all levels of the organization, from entry-level positions through executive leadership.
• Working knowledge of union environments and collective bargaining agreements.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification is a plus.

Knowledge, Skills & Abilities

• Thorough knowledge of federal, state, and local employment laws.
• Strong business acumen with the ability to align HR initiatives with organizational goals.
• Exceptional interpersonal and relationship-building skills; communicate effectively with all levels within the company.
• Proven ability to coach managers and influence positive outcomes.
• Excellent communication, conflict resolution, investigative, and problem-solving skills.
• Ability to maintain strict confidentiality and exercise sound judgment.
• Strong organizational and project management skills.
• Self-starter with a strong work ethic and the ability to manage multiple priorities in a fast-paced environment.
• Continuous improvement mindset with the confidence to recommend better ways of doing things.
• Comfortable balancing strategic planning with hands-on execution.
• Proficient with Microsoft Office and HRIS/payroll systems.

Work Environment

• 100% in-person position.
• Regular interaction with office personnel, shop employees, field supervisors, and senior leadership.
• Occasional extended hours may be required to support interviews, employee relations matters, or business needs.

What Success Looks Like After Your First Year

• Employees trust HR as a resource and partner.
• Managers seek your guidance before problems become bigger issues, and feel supported in addressing performance and employee issues.
• Recruiting is more proactive and effective.
• Performance reviews are consistently completed on schedule.
• HR policies and procedures are current and consistently applied.
• Communication and accountability across the organization have noticeably improved.
• Leadership has a trusted business partner helping guide important people decisions and strategic planning that contributes to the company's growth.
• The company culture reflects professionalism, respect, teamwork, and transparency.

Why Join Our Team?

This is a unique opportunity to make a lasting impact within a respected, family-founded company entering an exciting new chapter. We're looking for someone who wants to help shape our culture, strengthen our leadership team, develop our people, and build an HR function that supports long-term growth and employee success.

At Northeast Automatic Sprinkler, we value hard work, integrity, responsiveness, innovation, and collaboration. Here's what we offer:

• Comprehensive Benefits: Health, Dental, and Vision options.
• Employer-paid group life insurance, ADD, short-term and long-term disability insurance, and EAP
• Future Savings: A 401(k) plan with an employer match.
• Work-Life Balance: Generous PTO and paid holidays.