What are the responsibilities and job description for the HR Manager- West Chester, OH (On-Site) position at BARNES?
The Human Resources Manager serves as the strategic Human Resources Business Partner for the West Chester site, partnering with leadership to develop and execute people strategies that drive business performance, organizational effectiveness, and employee engagement. This role provides end-to-end HR leadership across talent management, employee relations, organizational development, performance management, workforce planning, and HR execution while partnering closely with Human Resources Centers of Excellence, including Talent Acquisition.
Core Responsibilities:
Strategic Business Partnership
- Serve as the primary Human Resources Business Partner for the West Chester site (including OEM & Aftermarket businesses).
- Partner with site leadership to align people strategies with business objectives and operational priorities.
- Provide strategic guidance on organizational design, workforce planning, succession planning, and organizational effectiveness.
- Drive a culture of accountability, performance, engagement, and continuous improvement.
- Utilize workforce analytics and HR metrics to identify trends, provide business insights, and recommend solutions.
- Lead organizational change initiatives and support leaders through business transformation.
Talent Management & Leadership Development
- Partner with leaders to identify, develop, and retain high-potential talent while building organizational bench strength.
- Coach managers on performance management, career development, leadership effectiveness, and employee development.
- Support leadership development initiatives and facilitate organizational capability building.
- Drive consistent execution of performance management processes and talent reviews across the organization.
Talent Acquisition
- Partner with the Talent Acquisition Center of Excellence to develop workforce and hiring plans aligned with business priorities.
- Collaborate with hiring managers to define talent needs, ensure timely interview feedback, and support an efficient hiring process.
Employee Relations
- Provide proactive guidance and coaching to leaders on employee relations matters while ensuring consistent application of company policies.
- Conduct workplace investigations and recommend appropriate corrective actions.
- Partner with leaders to resolve employee concerns and foster a positive, respectful, and inclusive work environment.
- Support performance improvement plans, disciplinary actions, and conflict resolution.
- Promote employee engagement and maintain productive employee and labor relationships.
Compensation, Benefits & HR Operations
- Execute annual compensation programs, including merit planning, promotions, and job changes, in partnership with the Compensation Center of Excellence.
- Partner with Benefits and HR Operations to support benefit enrollment, employee questions, and issue resolution while promoting employee understanding of available programs.
- Ensure accurate execution of HR transactions, organizational changes, and employee lifecycle activities through established HR processes and systems.
Compliance & Governance
- Ensure compliance with federal, state, and local employment laws and company policies.
- Support Affirmative Action, EEO, and other regulatory compliance activities.
- Maintain accurate HR documentation and employment records.
- Support audits, reporting requirements, and corporate governance initiatives.
- Ensure HR policies and practices are administered consistently and effectively.
Qualifications:
- Minimum of 7 years of progressive Human Resources experience, preferably within a manufacturing or industrial environment.
- Minimum of 3 years of Human Resources leadership or Human Resources Manager experience.
- Experience supporting manufacturing sites
- Bachelor's degree in Human Resources, Business Administration, or a related field.
Preferred
- Master's degree in Human Resources, Labor Relations, Business Administration, or a related discipline.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
This job position may include access to controlled information or technology subject to U.S. export control laws. If an applicant does not meet the definition of a "U.S. Person" (which includes U.S. citizens, U.S. lawful permanent residents, and those granted U.S. asylum or refugee status), the Company may be required to obtain an export control license. If the position for which you applied involves access to controlled information or technology subject to U.S. export control laws, then any offer is also contingent on verification of appropriate documentation for the Company to assess whether an export license will be required to employ you in that role, and if it is determined that an export license is required, the offer is also contingent on the Company's determination, in its sole discretion, whether a license application and ongoing administration is prudent under the project's contract parameters and whether an export license can be successfully obtained before you can start in that role. Export license applications may take several weeks to be processed.
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.