HR Manager

The HR Manager is responsible for managing and overseeing all Human Resources functions for the Company's U.S. manufacturing operations. This position serves as a key member of the management team and provides strategic and day-to-day HR support to Korean management, U.S. employees, supervisors, and production leadership.

The HR Manager is responsible for ensuring compliance with federal, state, and local employment laws while supporting the Company's business objectives, workforce requirements, employee relations, staffing needs, compensation and benefits programs, performance management, and HR policies.

The position serves as an important liaison between the Company's U.S. operations and Korean headquarters, ensuring that HR information, reports, policies, and management expectations are communicated accurately and effectively between both organizations.

Essential Duties and Responsibilities1. Human Resources Management

• Manage the daily operations of the Human Resources Department.
• Develop, implement, and maintain HR policies, procedures, programs, and processes.
• Advise management and supervisors regarding employee relations, performance, attendance, disciplinary actions, and workplace issues.
• Maintain accurate and confidential employee records.
• Establish HR processes that improve efficiency, employee retention, and workforce productivity.
• Develop HR metrics and reports to support management decision-making.
• Monitor workforce trends, turnover, absenteeism, overtime, staffing levels, and other key HR indicators.
• Provide regular HR reports to plant management and Korean headquarters.

2. Recruiting and Workforce Planning

• Develop and manage recruiting strategies to meet production and administrative staffing requirements.
• Coordinate recruitment of production employees, technicians, supervisors, engineers, administrative personnel, and management-level employees.
• Manage relationships with temporary staffing agencies and evaluate agency performance.
• Monitor temporary employee staffing levels and conversion opportunities.
• Develop staffing forecasts based on production requirements, turnover, absenteeism, and business needs.
• Establish recruiting metrics, including time-to-fill, turnover, agency utilization, and hiring costs.
• Coordinate job postings, interviews, background checks, employment eligibility verification, drug screening, and new-hire processing.
• Support succession planning and workforce development initiatives.

3. Korean Headquarters / Management Coordination

• Serve as a primary HR liaison between U.S. operations and Korean headquarters.
• Prepare and submit HR reports, workforce data, employee information, and compliance documentation requested by Korean management.
• Communicate U.S. employment practices and legal requirements to Korean management.
• Assist Korean managers and expatriate employees in understanding U.S. employment practices, workplace policies, and employee relations matters.
• Translate or coordinate translation of HR-related communications when necessary.
• Support Korean management with employee-related investigations, disciplinary matters, terminations, and other sensitive HR issues.
• Ensure headquarters requests are implemented in accordance with applicable U.S. laws and regulations.

4. Employee Relations

• Manage employee relations matters and conduct workplace investigations.
• Investigate complaints involving harassment, discrimination, retaliation, workplace conduct, policy violations, and other employee concerns.
• Maintain appropriate documentation of investigations and employment actions.
• Counsel managers regarding appropriate disciplinary and corrective actions.
• Ensure consistent application of company policies.
• Assist management with performance improvement plans and employee counseling.
• Promote a professional, respectful, and productive workplace environment.

5. Employment Law and Compliance

• Maintain compliance with applicable federal, state, and local employment laws and regulations.
• Ensure compliance with requirements involving:
• Equal Employment Opportunity (EEO)
• Title VII
• ADA
• FMLA
• FLSA
• USERRA
• OSHA
• I-9 and E-Verify
• Employee Polygraph Protection Act
• Immigration and employment authorization requirements
• State wage and hour requirements
• Workers' compensation
• Unemployment claims
• Applicable state and local employment regulations
• Maintain required employment records and documentation.
• Coordinate responses to government agencies, employment-law inquiries, audits, and investigations.
• Monitor changes in employment laws and recommend policy updates to management.
• Ensure required workplace postings, notices, and employee communications are maintained.

6. Compensation and Benefits

• Assist with the administration of employee compensation programs.
• Conduct wage and salary research and assist management with compensation recommendations.
• Monitor market wage rates for manufacturing positions.
• Support annual wage reviews, promotions, merit increases, and special compensation adjustments.
• Administer employee benefit programs, including health, dental, vision, life insurance, disability, and other company benefits.
• Coordinate benefit enrollment and employee communications.
• Work with insurance brokers and benefit providers to resolve employee benefit issues.
• Monitor benefit costs and provide management with appropriate reports and recommendations.

7. Payroll and Timekeeping

• Oversee the HR portion of payroll processing and ensure accurate employee information.
• Monitor timekeeping, attendance, overtime, PTO, leave, and other payroll-related information.
• Work with payroll providers and internal departments to resolve payroll discrepancies.
• Review payroll reports for accuracy and identify unusual or incorrect transactions.
• Ensure employee compensation changes are properly documented and approved.

8. Attendance and Leave Administration

• Manage the Company's attendance program and related documentation.
• Monitor absenteeism and attendance trends.
• Administer FMLA, ADA accommodations, military leave, workers' compensation leave, and other applicable leaves of absence.
• Maintain confidential medical and leave documentation.
• Communicate leave requirements and procedures to employees and management.
• Ensure attendance policies are applied consistently and legally.

9. Performance Management and Training

• Develop and administer employee performance management programs.
• Coordinate performance evaluations and annual review processes.
• Assist managers with employee performance issues and development plans.
• Identify training needs based on organizational and employee requirements.
• Coordinate HR-related training, including workplace conduct, harassment prevention, safety, compliance, and company policies.
• Support leadership development and supervisor training.

10. HR Data, Reporting, and Metrics

• Develop and maintain HR dashboards and management reports.
• Track and analyze:
• Headcount
• Turnover
• Absenteeism
• Overtime
• Staffing levels
• Temporary employee utilization
• Recruiting activity
• Time-to-fill
• Employee retention
• Compensation
• Benefit costs
• Employee relations cases
• Training completion
• Identify trends and provide recommendations to management.
• Maintain accurate HR databases and personnel records.
• Provide data and analysis for management meetings and headquarters reporting.

11. Policies and Procedures

• Develop, review, and update employee handbooks, policies, procedures, and HR forms.
• Ensure policies are consistent with applicable U.S. employment laws.
• Communicate policy changes to employees and management.
• Monitor policy compliance and recommend corrective action when necessary.
• Establish standardized HR procedures across departments and shifts.

12. Manufacturing HR Support

• Maintain a strong HR presence within the manufacturing environment.
• Work closely with Production, Quality, Safety, Materials, Maintenance, Engineering, and General Affairs departments.
• Support workforce planning based on production schedules and customer requirements.
• Address employee issues affecting production, attendance, performance, and retention.
• Participate in production and management meetings when HR support is required.
• Understand manufacturing operations sufficiently to identify workforce challenges and develop practical HR solutions.

Pay: $70,000.00 - $80,000.00 per year

Work Location: In person

Salary : $70,000 - $80,000