Human Resources Manager

Summary

The HR Manager is a hands-on, tactical role responsible for executing all day-to-day Human Resources activities across four U.S. manufacturing sites located in Ohio, Indiana, and California states. This position will operate as the primary and standalone HR resource for approximately 150 employees across multiple locations, requiring full ownership of the employee lifecycle, including benefits administration, payroll oversight, employee relations, compliance, and site-level HR support.

This role requires a self-sufficient HR professional with prior experience operating in lean or standalone HR environments. The HR Manager will work closely with site leadership and director-level stakeholders, ensuring consistent application of policies, effective resolution of employee matters, and compliance with U.S. employment regulations in a multi-site manufacturing context.

Key Responsibilities:

Payroll, HRIS & Vendor Managem

• entOversee end-to-end U.S. payroll processes, ensuring accuracy and compliance with federal, state, and local regulations, in partnership with Finance as needed
• Maintain accurate employee records in HRIS systems (Paycor, ADP, or similar), including hires, terminations, job changes, and compensation updates
• Audit payroll data, deductions, and tax withholdings; identify and resolve discrepancies in a timely manner
• Coordinate and manage external vendors related to payroll, benefits, and HR service.

Benefits Administration

• Independently administer all U.S. employee benefits programs, including medical, dental, vision, HSA, 401(k), and leave-related benefit plans
• Serve as the sole internal expert for benefits administration, including ongoing plan management, employee inquiries, escalations, and vendor coordination
• Manage open enrollment processes, employee communications, eligibility changes, and data accuracy with external providers

Employee Lifecycle & Workforce Support

• Manage onboarding and offboarding processes, including documentation, system access, and orientation activities
• Support recruiting activities for hourly and salaried populations, including interview coordination and offer process support
• Maintain compliant and accurate employee records throughout the employment life cycle

Employee Relations & Compliance

• Act as the first point of contact for employee and manager questions regarding policies, procedures, performance, and workplace concerns
• Investigate and manage employee relations matters, disciplinary actions, and terminations, ensuring consistent application of company policies
• Ensure compliance with all applicable federal, state, and local employment laws, including FMLA, ADA, and other statutory leave programs
• Support internal and external audits, including compliance- and labor-related audits, as required in manufacturing environments

Site & Operational

• SupportProvide on-site HR support across assigned manufacturing locations, maintaining visibility with employees and leaders
• Support workforce planning, hiring changes, reductions, and operational transitions at the site level
• Manage frequent travel (approximately 35–45%) between sites, especially during expansion or ramp-up phases of operations

Basic Qualifications (Non‑Negotiable):

• Proven experience working as a standalone HR professional or in a very small HR team, with full ownership of HR operations
• Hands-on benefits administration experience, including direct responsibility for benefits plans, leaves, and ongoing vendor interaction (not limited to open enrollment)
• Experience supporting manufacturing environments with hourly and salaried employee populations
• Strong working knowledge of U.S. employment laws and compliance requirements
• Demonstrated ability to operate independently, manage competing priorities, and handle confidential matters with discretion
• Willingness and ability to travel regularly between sites (approximately 35–45%)

Preferred Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a rel
• ated field8 years of progressive HR experience, with exposure to payroll and HRIS platforms (Paycor, ADP, or similar)
• Experience supporting multi‑site operations across different geographic locations
• Prior exposure to workers’ compensation, audits, and compliance-heavy HR enviroments
• Experience partnering directly with senior leaders and director-level stakeholders in operational or manufacturing settings