Human Resources Manager

The Human Resources Manager serves as a strategic business partner to plant and organizational leadership, driving key human resources initiatives that support operational excellence, workforce engagement, talent development, and compliance. This role is responsible for leading all aspects of the employee lifecycle, including talent acquisition, compensation, benefits administration, employee relations, HR systems management, performance management, and organizational development within a manufacturing environment.

The ideal candidate will possess a strong foundation in employment law, employee engagement, and HR best practices while balancing both strategic and hands-on responsibilities.

Key Responsibilities

Human Resources Leadership

• Partner with leadership teams to develop and implement HR strategies aligned with business objectives.
• Provide guidance and consultation on workforce planning, talent management, organizational effectiveness, and employee engagement initiatives.
• Support organizational growth through succession planning and workforce development efforts.
• Ensure consistent application of company policies, procedures, and employment practices.

Talent Acquisition & Workforce Planning

• Lead full-cycle recruitment efforts for hourly and salaried positions.
• Coordinate job postings, candidate screening, interviews, selection processes, and onboarding activities.
• Maintain compliance with all applicable Affirmative Action Program (AAP) requirements and documentation.
• Collaborate with hiring managers to identify workforce needs and establish effective recruiting strategies.

Compensation & Total Rewards

• Partner with leadership to evaluate positions, compensation structures, and salary alignment.
• Conduct market compensation analysis to support competitive and equitable pay practices.
• Participate in compensation reviews and organizational assessments to ensure consistency and compliance.
• Support the development and enhancement of employee recognition and reward programs.

Benefits Administration & Employee Wellness

• Serve as a resource for employee benefit programs and related inquiries.
• Coordinate with benefit providers and internal stakeholders to resolve benefit-related issues.
• Promote employee wellness, engagement, and retention initiatives.
• Support communication and education efforts regarding employee benefit offerings.

Employee Relations

• Foster a positive employee relations environment across both union and non-union populations.
• Investigate workplace concerns, conduct fact-finding activities, and recommend appropriate resolutions.
• Provide coaching and guidance to managers regarding performance management, disciplinary actions, and employee development.
• Support organizational change initiatives while maintaining compliance and fairness.

Learning & Development

• Manage the performance review process and ensure timely completion of performance evaluations.
• Collaborate with leaders to identify training and development opportunities.
• Assist in creating individual development plans and succession strategies.
• Conduct annual training needs assessments and coordinate internal and external training programs.

HR Systems & Data Management

• Maintain and optimize HRIS systems, employee records, and personnel databases.
• Generate reports and analytics to support business and workforce decisions.
• Identify process improvements and technology solutions that increase efficiency and data accuracy.
• Ensure confidentiality and integrity of employee information.

HR Operations & Administration

• Oversee HR administrative processes including employee records management and data maintenance.
• Support payroll-related transactions and personnel changes within HR systems.
• Manage employee onboarding documentation and system setup activities.
• Partner with Finance and operational leaders to maintain accurate organizational and cost center information.
• Support organizational restructuring activities and workforce changes as needed.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, or a related field required.
• Equivalent combination of education and relevant professional experience may be considered.
• Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) certification preferred.

Experience

• 7 years of progressive Human Resources experience with broad functional responsibility.
• Prior experience supporting a manufacturing environment strongly preferred.
• Experience working with both hourly and salaried employee populations.
• Exposure to compensation management, talent acquisition, employee relations, training, and HR systems administration.
• Experience supporting unionized workforces is a plus.
• Familiarity with Lean Manufacturing, Six Sigma methodologies, or ISO-based environments preferred.

Knowledge, Skills & Abilities

• Strong working knowledge of federal, state, and local employment laws and regulations.
• Demonstrated expertise in employee relations, compensation, recruitment, organizational development, performance management, and talent development.
• Ability to build credibility and influence at all levels of the organization.
• Strong analytical, problem-solving, and decision-making abilities.
• Excellent communication, coaching, and interpersonal skills.
• Proficiency with HRIS platforms, reporting tools, and Microsoft Office applications.
• Understanding of business operations, financial considerations, and workforce planning principles.