Human Resources Manager

Position Summary The Human Resources Manager is a key leader and member of the leadership staff. In this role, the Human Resources Manager provides the full range of HR support to the facility in the areas of positive employee relations, talent acquisition and retention, employee development, compensation, and benefits administration. This position is also responsible for partnering with the site’s Environmental, Safety, and Health team to support the site's safety programs and initiatives.

Responsibilities Primary Duties & Responsibilities: Strategic Partnership & Leadership Coordination

• Acts as a trusted HR partner to the facility’s leadership.
• Collaborates regularly with the HR Director on risk management, compliance escalations, and strategic HR initiatives.
• Understands the business and recommends, implements, and maintains HR policies and procedures in alignment with business goals, company standards, and regulatory requirements.
• In coordination with HR Director and HR Generalists, designs and administers an effective employee engagement strategy to monitor workforce sentiment, motivate the workforce, reward performance, and retain workers; provides feedback to the HR Director to inform broader engagement strategies.

Team Management & HR Operations Oversight

• Supervises, coaches, and develops a team of 2–3 HR Generalists, ensuring consistent and compliant execution of HR processes.
• Identifies opportunities for process improvement and recommends operational changes to enhance HR service delivery.
• Ensures HRIS data integrity through well-defined processes and regular auditing, and generates and analyzes reports to support compliance and decision-making.
• Manages day-to-day administration of group health and retirement benefits, collaborating with HR Director, broker, and other resources to ensure compliance.
• Manages leave of absence administration, including FMLA and ADA, as well as disability benefits administration.
• Manages the facility Workers’ Compensation Program, including claim management and interactions with insurance company and legal staff.
• Manages unemployment compensation, driver qualification, and vehicle fleet management, and other programs.

Employee Relations & Workforce Development

• Advises managers, supervisors, and HR team on employee relations, HR policies, and compliance issues, escalating complex or high-risk matters to the HR Director.
• Effectively resolves employee relations issues and oversees or performs investigations as required; recommends appropriate actions in coordination with the HR Director when needed.
• Partners with and supports department managers with hourly workforce planning, performance management, and employee development.
• Manages hourly recruitment efforts and supports execution of the Human Capital Plan developed with the HR Director.
• Designs and administers employee engagement strategies in coordination with the HR Director and HR team.

Compliance, Risk, & Regulatory Oversight

• Ensures compliance with all applicable labor laws, SOX requirements, and government reporting regulations.
• Maintains audit-ready documentation and supports internal and external audits through coordination with Legal, Finance, and Internal Audit.
• Partner with Environmental Health and Safety to ensure OSHA compliance.

Required Skills

• Team Leadership – Experience supervising and developing HR staff, delegating tasks, and ensuring consistent execution of HR processes.
• HR Operations Expertise – Deep understanding of core HR functions including onboarding, benefits, leave administration, and HRIS management.
• Compliance & Regulatory Knowledge – Strong grasp of labor laws, OSHA, FMLA, ADA, and SOX requirements in a publicly traded, highly regulated environment.
• Audit & Documentation Management – Ability to maintain audit-ready records and support internal/external audits in coordination with Legal, Finance, and Internal Audit.
• Employee Relations & Conflict Resolution – Skilled in handling employee concerns, conducting investigations, and recommending appropriate actions.
• Workforce Planning & Talent Acquisition – Proficient in hourly recruitment, staffing strategies, and supporting execution of Human Capital Plans.
• HR Policy Implementation – Ability to draft, interpret, apply, and enforce HR policies aligned with business goals and regulatory standards.
• Data Analysis & Reporting – Competence in generating and analyzing HR metrics to support compliance, decision-making, and continuous improvement.
• Employee Engagement Strategy – Experience designing and administering engagement programs to improve retention and workforce motivation.
• Cross-Functional Collaboration – Ability to work effectively with EHS, Legal, Finance, and other departments to ensure alignment and compliance.
• Benefits & Leave Administration – Knowledge of group health, retirement plans, disability, and leave programs including FMLA and ADA.
• Process Improvement – Aptitude for identifying inefficiencies and recommending operational enhancements to improve HR service delivery.

Job Behaviors And Characteristics

• Detail-Oriented – Maintains accuracy and thoroughness in documentation, reporting, and compliance processes.
• Ethically Grounded & Confidential – Exercises sound judgment, integrity, and discretion in handling sensitive employee and organizational matters.
• Collaborative – Works effectively across departments and with the HR Director to ensure alignment, consistency, and shared accountability.
• Decisive & Accountable – Makes timely, informed decisions and takes ownership of outcomes and team performance.
• Adaptable – Navigates ambiguity, shifting priorities, and evolving business needs with flexibility and resilience.
• Leadership-Minded – Develops team capabilities, fosters a positive culture, and models company values.
• Process-Driven – Applies structured approaches to HR operations, compliance, and continuous improvement.
• Empathetic Communicator – Builds trust through clear, respectful, and responsive communication with employees and managers.

Required Experience

• 7+ years of human resources experience, preferably in a manufacturing environment.
• 3+ years leading a HR Team

Level Of Education Bachelor's degree in Human Resources or related field required. Master’s degree in Human Resources or a related field a plus. SHRM-SCP or similar certification preferred.