Overview
The HR Manager leads day-to-day human resources operations for the assigned location and serves as a trusted advisor to leaders and employees. This role aligns people practices with business needs and provides guidance across workforce planning, talent management, employee and labor relations, performance management, organizational effectiveness, change management, employee engagement, and compliance. The HR Manager uses data and sound judgment to deliver practical solutions that strengthen performance, support growth, and promote a safe, inclusive, and compliant workplace.
Qualifications
EDUCATION, CERTIFICATIONS AND EXPERIENCE:•Bachelor's degree from four-year college or university; or five plus years related experience and/or training; or equivalent combination of education and experience•Experience in manufacturing is preferredBachelor’s degree in Human Resources, Business, or a related field; or an equivalent combination of education and relevant experience.•Five or more years of progressive HR Manager or comparable experience.•Three or more years of leadership experience, including responsibility for guiding or developing others.•Manufacturing experience preferred.•SHRM or HRCI certification preferred.
KNOWLEDGE, SKILLS AND ABILITIES:
- Compliance – Audits and monitors work quality against established policies and procedures, ensuring consistent delivery of the highest standards of performance and accountability.
- Communication & Relationship Building – Exceptional written, verbal, and presentation skills paired with the ability to build trusted relationships with employees, strategic partners, and external stakeholders; skillfully navigates and resolves conflict to maintain productive working relationships.
- Work Style & Organizational Agility – Operates independently with strong attention to detail; brings a collaborative, adaptable, solutions-focused approach while managing multiple tasks, deadlines, and competing priorities effectively.
- Confidentiality – Demonstrates sound judgment and discretion in handling sensitive information across all aspects of the role.
- Technical Proficiency – Skilled in Microsoft Office applications, including advanced Excel functions for reporting and analysis; hands-on experience with UKG or a comparable HRIS platform preferred.
- Organization – Effectively manages multiple priorities, deadlines, and changing business needs.
- Confidentiality – Demonstrates integrity, discretion, and sound judgment with sensitive information.
- Technology – Proficient in Microsoft Office, including Excel, with strong systems aptitude.
- HR Systems – Experience with UKG or a comparable HR information system preferred.
- Business Partnership – Advises leaders and translates business needs into practical HR solutions.
Working Conditions / Physical Requirements
WORKING CONDITIONS:· Typical office setting working inside a controlled temperature environment· Regular walkthrough/time spent in a manufacturing setting· Occasional work required outside· May perform activities in an environment containing hazardous elements and requiring safety awareness and adherence to all safety policies and guidelines· Work must be performed in a safe manner for personal protection and for the protection of other team members · All safety procedures, procedures described in SOPs, JHAs, and support of the ISO standards in all functional areas must be followed, enforced, and strictly complied with· Occasional travel required
PHYSICAL REQUIREMENTS:•Position requires the ability to sit for a minimum of 6 hours per day•Will stand, walk, bend over, and reach above head less than an hour a day•Minimal lifting or carrying of 10 pounds occasionally and repetitive use of hands/arms for writing and computer work•Ability to sit for extended periods, typically up to six hours per day.•Occasional standing, walking, bending, and reaching overhead.•Occasional lifting or carrying of up to 10 pounds.•Regular use of hands and arms for computer work, writing, and other office tasks.
Responsibilities1.
HR Operations, Benefits, Leave and Payroll
Lead open enrollment activities and required audits in partnership with the Compensation and Benefits team.
Provide guidance on benefits, compensation, policies, and payroll matters; escalate complex issues to the appropriate expert.
Oversee leave, return-to-work, and accommodation processes in coordination with Payroll and third-party providers, ensuring compliance with applicable requirements.
Partner with Payroll and HRIS teams to resolve employee data, pay, and system issues accurately and promptly.
Provide direction and support for HR administrative work and data entry, as applicable.
Maintain personnel, medical, and Form I-9 records in accordance with applicable requirements.
Respond to unemployment claims and employment verification requests in a timely manner. 2.
Employee and Labor Relations
Lead employee and labor relations matters, including workplace concerns, complaints, policy violations, performance issues, and misconduct allegations.
Conduct prompt, thorough, and impartial investigations; document findings and recommend appropriate action.
Coach leaders through performance, conduct, corrective action, mediation, suspension, and separation matters, following required review and approval processes.
Provide guidance on workplace incidents, return-to-work matters, accommodations, and related policy requirements.
Conduct exit interviews and analyze themes to identify opportunities for improvement. 3.
Talent Acquisition and Workforce Planning
Oversee full-cycle recruitment and selection, including workforce planning, sourcing strategy, candidate assessment, interviews, offers, and onboarding.
Partner with hiring leaders to define staffing needs and ensure recruiting and onboarding practices meet legal, regulatory, and company requirements. 4.
Performance, Learning and Talent Development
Lead required HR training and partner with leaders to identify role-specific development needs.
Manage the performance review process and support leaders with feedback, performance improvement plans, individual development plans, and related tools.
Partner with leaders on succession planning and the identification, assessment, and development of talent for critical roles. 5.
Employee Engagement, Wellness and Analytics
Maintain a visible presence across the location to strengthen employee relationships and understand workplace needs.
Support employee engagement survey communication, administration, action planning, and follow-through.
Partner with the local HR team and Benefits team to maximize wellness resources, benefit programs, and employee offerings.
Monitor absenteeism, turnover, and other workforce measures; identify trends and recommend practical actions to leaders. 6.
Policy, Compliance and Continuous Improvement
Promote compliance with federal, state, and local employment laws, company policies, and HR practices.
Review policies and processes, clarify interpretation, communicate changes, and recommend improvements that reduce risk and support business and employee needs.
Complete other responsibilities and projects as assigned.
Salary Range$120,000 - $130,000
