Human Resources Manager - Off Shift

Our client is dedicated to developing and manufacturing innovative biopharma services that improve and save lives. Our employees are at the heart of everything we do, and we are committed to fostering a culture of safety, quality, inclusion, and continuous improvement.

Our client is seeking an experienced and proactive Human Resources Manager - Off Shift to support their manufacturing and operations teams during non-traditional working hours. This critical leadership role ensures HR partnership, employee support, and workforce continuity across our production environment.

This role is essential in maintaining operational continuity, mitigating compliance risk, and supporting frontline leaders during nights and weekends. In the first 90 days, you'll establish yourself as a trusted HR authority on off-shift operations—reducing escalation lag, closing open employee relations items, and building the cross-shift communication that keeps the day and night teams aligned. Success in this role requires the ability to distinguish between issues that can be resolved independently and those requiring executive HR consultation, ensuring operational continuity during off-shift hours.

This is an off-shift position with a schedule of Tuesday through Saturday, 4:30 p.m. EST to 12:30 a.m. EST. Candidates are required to be on-site during shift.

Strategic HR Partner

Serve as a strategic business partner to Operations and Quality leadership by providing guidance on organizational development, workforce planning, and employee relations trends impacting off-shift operations.

On-Site HR Lead for Assigned Shifts

Serve as the primary on-site HR resource for assigned shifts, driving performance as the go-to authority for employee needs, employee relations, and conflict resolution.

Employee Relations, Investigations & Leave Administration

Lead workplace investigations into policy violations and interpersonal conflicts; provide guidance on progressive discipline, corrective actions, and documentation standards in accordance with company policy; and manage administrative aspects of employee leave programs, including case intake, documentation review, employee communications, and coordination with leave administrators to ensure timely and compliant processing.

Performance Improvement Plans

Guide managers through the full PIP process, including identifying when a performance conversation warrants formal action, drafting and documenting PIPs, and coaching managers through delivery and execution.

HR Compliance & Regulatory Risk Management

Ensure adherence to applicable labor laws, FDA regulations, and GMP requirements through periodic compliance audits and audit-ready documentation practices.

HR Policy Development & Administration

Develop, maintain, and communicate HR policies and procedures in alignment with regulatory requirements and internal governance expectations.

Compensation & Benefit Support: Support compensation decisions and serve as primary liaison for benefits-related questions and issues during assigned shifts.

Payroll System Administration and Training: Have a working knowledge of payroll systems and deliver training as needed to shift supervisors and employees.

HR Analytics & Reporting

Analyze workforce metrics including turnover, attendance, training compliance, and ER trends to translate findings into actionable recommendations for leadership.

Cross-Shift Communication & Handoffs

Prepare structured HR handoff reports to ensure continuity between off-shift and day-shift HR teams, including open investigations, pending actions, and risk items.

Qualifications

• Bachelor's degree in human resources, Business Administration, or related field required; HR certification (PHR, SHRM-CP, or equivalent) preferred.
• 5 years handling complex ER cases independently, including investigations and documentation under regulatory scrutiny.

Core Competencies

• Demonstrated ability to advise and influence managers and functional leaders, including delivering and defending recommendations that may be unpopular or contrary to what a leader prefers.
• Ability to operate independently, managing multiple priorities and exercising sound judgment in fast-paced, high-risk, or time-sensitive situations within a regulated, shift-based environment.
• Confidence using workforce data to identify trends and present data-driven recommendations.
• Extensive knowledge of employment law, HR best practices, and compliance requirements (GMP experience strongly preferred).
• Proficiency with HRIS systems, payroll platforms, and HR analytics tools.
• Excellent interpersonal, communication, and coaching skills.
• High degree of professionalism, confidentiality, and integrity.
• Experience with PEOs and co-employment models (preferred).

Red Envelope Consulting is an Equal Opportunity Employer. We do not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.