Human Resources Manager
Position Title: Human Resources and Talent Manager
Reports To: Chief Financial Officer
Position Summary
The Human Resources Manager will serve as the organization’s sole HR leader, responsible for building, managing, and continuously improving the HR function with independence, confidentiality, sound judgment, and a practical business focus. This role supports a fast-paced manufacturing environment, including plant-floor employee relations, hourly workforce needs, union and non-union employee matters, shift-based operations, talent acquisition, and HR coordination of the organization’s safety program.
As the organization continues to grow, this individual will develop scalable HR systems and processes that improve consistency, reduce reliance on informal practices, and support long-term success. The HR Manager will partner closely with Finance by providing accurate employee data, compliant documentation, and timely coordination for payroll and benefits while serving as a trusted advisor to leadership on workforce planning, organizational development, and culture.
Key Responsibilities
- Lead all day-to-day HR operations, including employee relations, recruiting, onboarding, offboarding, policy administration, compliance, training coordination, succession planning, performance management, and employee records.
- Serve as a trusted, neutral resource for employees, supervisors, and leadership while maintaining the highest level of confidentiality and professionalism.
- Develop, maintain, and consistently apply HR policies, procedures, forms, and employee communications in compliance with employment laws and collective bargaining requirements.
- Own the full employee lifecycle, including recruiting, candidate screening, interviewing, offers, onboarding, employee development, performance documentation, status changes, and separation processes.
- Develop and execute recruiting strategies to attract high-quality hourly, technical, professional, and leadership talent. Build and maintain talent pipelines through trade schools, colleges, industry organizations, employee referrals, and community partnerships.
- Advise managers on employee relations, investigations, corrective action, performance management, documentation, workplace conduct, grievance preparation, and labor relations.
- Support positive labor-management relationships through consistent administration of attendance policies, work rules, seniority provisions, disciplinary procedures, and collective bargaining agreements.
- Maintain a visible presence throughout the manufacturing operation by supporting supervisors with staffing, attendance, overtime, shift coverage, employee communication, training documentation, and workforce planning.
· Coordinate HR-related aspects of the organization’s safety program, including safety policies, training records, incident documentation, corrective action follow-up, employee communications, and OSHA-related documentation while partnering with operations leadership on overall safety initiatives.
- Maintain accurate employee records, personnel files, compliance documentation, required notices, and union-related records.
- Partner with leadership to strengthen company culture, employee engagement, leadership development, succession planning, organizational effectiveness, and employee retention.
- Continuously evaluate and improve HR processes, systems, reporting, and documentation to create a scalable, efficient HR function that supports the company's continued growth.
Payroll & Benefits Support
- Provide Finance with timely and accurate employee information related to new hires, terminations, compensation changes, leaves of absence, status changes, schedules, and other payroll and benefits activities.
- Coordinate payroll inputs, employee record changes, benefit enrollments, timekeeping information, employee communications, and supporting documentation.
- Assist employees with payroll and benefits questions by explaining processes, gathering information, and coordinating with Finance and external providers when necessary.
- Maintain clear handoffs, confidentiality, documentation, and internal controls between HR, payroll, and benefits functions.
- Partner with Finance to identify recurring issues, improve processes, and strengthen the overall employee experience.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, or related field preferred; equivalent experience will be considered.
- Minimum of five (5) years of progressive HR experience, preferably in a manufacturing, industrial, or distribution environment.
- Experience supporting unionized workforces, labor relations, grievance processes, collective bargaining agreement interpretation, and disciplinary procedures.
- Experience supporting plant-floor operations, including hourly employees, supervisors, staffing, attendance, scheduling, training records, safety documentation, and employee communications.
- Strong knowledge of federal, state, and local employment laws and HR compliance requirements.
- Demonstrated ability to work independently, prioritize competing demands, and exercise sound judgment with minimal supervision.
- Strong employee relations, interviewing, recruiting, investigation, documentation, written communication, and verbal communication skills.
- High level of integrity, discretion, professionalism, emotional maturity, and confidentiality.
- Self-starter capable of assessing organizational needs, building HR structure, and operating effectively in a lean organization.
- Practical, business-minded approach that balances employee support, operational needs, compliance, and collective bargaining requirements.
- Comfortable serving as the primary HR leader in a highly visible manufacturing environment.
- Ability to build trust with leadership, supervisors, hourly employees, and union representatives while maintaining fairness, objectivity, and consistency.
- Organized, process-oriented, and capable of developing repeatable systems, documentation, and best practices.
- Experience supporting a growing and/or private equity-backed organization is preferred.
- Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) is a plus.
Success Measures
- HR policies, procedures, records, job descriptions, succession planning, and documentation are organized, current, compliant, and consistently applied.
- Leadership and supervisors receive timely, practical HR guidance on employee relations, performance management, attendance, discipline, labor relations, grievances, and workplace concerns.
- Recruiting processes are proactive and efficient, resulting in improved hiring timelines, high-quality candidates, and strong new-hire retention.
- Employees receive professional, confidential, timely, and consistent HR support.
- Finance receives accurate, complete, and timely employee information for payroll and benefits administration.
- Manufacturing leaders receive dependable HR support for staffing, workforce planning, employee relations, policy administration, communication, and safety coordination.
- HR-related safety documentation, training records, and follow-up activities are maintained accurately and consistently.
- Leadership has increased visibility into workforce trends, HR risks, talent needs, union-related matters, and opportunities for continuous improvement.
· HR systems and processes become increasingly standardized, scalable, and aligned with the organization’s long-term growth strategy.
Pay: $70,000.00 - $85,000.00 per year
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Flexible spending account
- Health insurance
- Life insurance
- Paid time off
Work Location: In person
