Overview
Reporting to the General Manager, the Human Resources Manager is responsible for leading the strategic and operational delivery of human resources functions within the organization. This role partners with leadership to develop and implement people strategies that support business objectives, enhance organizational capability, strengthen company culture, and drive employee engagement and performance.
The HR Manager oversees workforce planning, HR analytics, talent management, learning and development initiatives, and ensures HR practices align with organizational goals, legal requirements, and best practices.
Duties
HR Strategy & Organizational Development
- Partner with senior leadership to develop and implement HR strategies aligned with the company’s business objectives and growth plans.
- Provide strategic HR advice to managers and leaders on workforce planning, talent development, employee engagement, and organizational design.
- Lead initiatives that strengthen company culture, promote employee engagement, and reinforce company values.
- Identify opportunities to improve organizational effectiveness through HR programs, leadership development, and workforce capability building.
- Develop and implement change management strategies to support organizational growth and transformation.
HR Metrics & People Analytics
- Develop and maintain HR monthly metrics and reporting dashboards to support data-driven decision-making.
- Analyse workforce trends including headcount, turnover, overtime, remuneration, and engagement metrics.
- Provide monthly HR insights and reports to senior management and HR head office.
- Use people analytics to identify risks, opportunities, and areas for improvement in workforce performance and retention.
Talent Management & Workforce Planning
- Lead workforce planning initiatives to ensure the organization attracts, develops, and retains high-performing employees.
- Oversee end-to-end recruitment strategy and ensure recruitment practices support business needs and employer branding.
- Develop talent management frameworks including succession planning, internal mobility, and career development pathways.
- Partner with leadership to identify high-potential employees and support leadership development initiatives.
Learning & Development
- Support the implementation of Tageos learning & development initiatives aligned with organizational capability needs.
- Identify skills gaps and design training programs to support employee growth and leadership development.
- Manage and evaluate internal training initiatives and external learning partnerships.
- Support managers in building effective development plans for employees.
- Promote a culture of continuous learning and professional development.
Performance Management
- Lead and continuously improve the company’s performance management framework.
Manage the annual performance review cycle in alignment with HR head office policies.
- Support managers in setting objectives, delivering constructive feedback, and managing performance improvement plans.
- Promote a high-performance culture through effective goal setting, feedback, and employee development.
Employee Relations & Company Culture
- Act as a trusted advisor to management on employee relations matters and workplace practices.
- Support leaders in resolving employee issues while maintaining fairness, compliance, and positive workplace relationships.
- Promote initiatives that enhance employee engagement, wellbeing, and workplace culture.
- Serve as the primary HR contact for employees and management on HR-related matters.
HR Policies, Compliance & Governance
- Develop, review, and maintain HR policies, procedures, and practices to ensure compliance with employment legislation and company standards.
- Ensure adherence to workplace health, safety, environmental, and employment legislation requirements.
- Maintain confidential employee records and ensure accurate HR documentation and systems management.
Recruitment & Onboarding
- Oversee recruitment processes including workforce planning, candidate selection, employment offers, and contract management.
- Ensure effective onboarding processes that support employee integration and engagement.
- Continuously improve recruitment and onboarding practices to enhance the candidate and employee experience.
HR Operations & Administration
- Oversee HR administrative processes including employee documentation, onboarding/offboarding, benefits management, and HR recordkeeping.
- Maintain organisational structures and ensure all roles have accurate and current position descriptions.
Payroll & Benefits Oversight
- Oversee the payroll in ADP to ensure accurate and timely payroll delivery.
- Guarantee compliance with internal policies and statutory requirements, including the correct management of leave balances, payroll journals, bonus payments, and other exceptional or ad hoc payments.
- Review payroll data and reconciliations to ensure accuracy and provide relevant reporting to management.
- Oversee employee benefits administration, including annual benefits re-enrollment processes and employee applications.
HR Projects & Continuous Improvement
- Lead HR projects that support business priorities and improve HR service delivery.
- Identify and implement improvements to HR systems, processes, and employee experience.
- Ensure projects are delivered on time, within budget, and aligned with organizational objectives.
Team Management
- Lead, mentor, and support the HR team, including the HR Administrator and the HR Learning & Development function, ensuring effective delivery of HR services across the organization.
- Set clear objectives and performance expectations for team members, providing regular feedback, coaching, and professional development support.
- Ensure HR processes and services delivered by the team are efficient, compliant, and aligned with the company’s strategic objectives and culture.
Education & Experience:
· Qualifications in a Human Resource related discipline (bachelor’s in business administration with a major in HR or equivalent diploma), with minimum 10 years relevant HR experience.
· Exposure to nonstop manufacturing industry including shift workers, overtime, night and weekend shifts management.
· Working knowledge of relevant Human Resource legislation and its application in the workplace.
· Sound experience in recruitment and selection processes.
· Superior communication skills, both written and verbal.
· The ability to maintain appropriate confidentiality in human resource related matters.
· Strong Excel background and data management.
· Sound influencing skills.
· Training, mentoring and coaching skills.
· Self-motivated.
· Capacity to work under pressure with minimum guidelines.
· Mature and professional approach to work matters.
· Values and displays respect and integrity.
Pay: $85,000.00 - $95,000.00 per year
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Employee assistance program
- Employee discount
- Flexible spending account
- Health insurance
- Health savings account
- Life insurance
- Paid time off
- Vision insurance
Experience:
- Human resources: 10 years (Required)
- nonstop shift management: 4 years (Required)
- Microsoft Excel: 4 years (Required)
Ability to Commute:
- Fletcher, NC 28732 (Required)
Willingness to travel:
Work Location: In person
