Human Resource Manager I

Position Summary

The Human Resources Manager serves as the primary HR leader for an assigned manufacturing site and is responsible for independently administering all aspects of the Human Resources function. This hands-on role provides full-cycle HR support for the location, including recruitment, onboarding, employee relations, benefits administration, employee record management, policy administration, legal compliance, performance management support, and workforce planning activities.

The HR Manager partners with site leadership to ensure a positive employee experience, maintain compliance with all applicable employment laws, and support organizational objectives while fostering a culture aligned with company values.

Essential Duties and Responsibilities

Recruitment & Staffing

• Manage the full-cycle recruiting process for hourly, skilled, technical, and salaried positions.
• Partner with hiring managers to identify staffing needs and develop recruiting strategies.
• Source, screen, interview, and coordinate candidate selection activities.
• Ensure compliance with employment laws and company hiring practices.
• Coordinate pre-employment screenings, background checks, reference checks, and employment offers.
• Maintain applicant tracking records and recruiting metrics.

Onboarding & Orientation

• Administer all new hire onboarding processes.
• Prepare and process employment documentation, including Form I-9 and employment eligibility verification requirements.
• Conduct new employee orientation and facilitate a positive onboarding experience.
• Coordinate introductions, training schedules, and site-specific onboarding activities.
• Ensure completion and retention of all required onboarding records.

Employee Relations

• Serve as the primary contact for employee concerns, workplace issues, and conflict resolution.
• Conduct and document employee investigations related to policy violations, workplace conduct, harassment, discrimination, and other employment matters.
• Provide coaching and guidance to supervisors regarding performance management and employee relations concerns.
• Support corrective action, disciplinary processes, and performance improvement plans.
• Promote employee engagement, communication, and retention initiatives.

Benefits Administration

• Assist employees with benefit enrollment, life event changes, and benefits-related questions.
• Assist in the site coordination of benefits communications and open enrollment activities.
• Serve as liaison between employees, vendors, and corporate benefits administration.
• Support leave of absence administration, including FMLA, ADA accommodations, workers' compensation, and other leave programs.

Legal Compliance

• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain compliance with wage and hour laws, equal employment opportunity requirements, unemployment processes, and workplace posting requirements.
• Support audits and maintain required employment documentation.
• Monitor regulatory changes and recommend process updates as needed.
• Maintain confidentiality and ensure proper handling of sensitive employee information.

Employee Records & HR Administration

• Maintain complete, accurate, and confidential employee personnel files.
• Ensure all employment documentation is retained according to legal and company requirements.
• Manage HRIS employee data transactions and audits.
• Process employment status changes, promotions, transfers, wage changes, and separations.
• Prepare HR reports, metrics, and workforce data for leadership review.

Training & Performance Support

• Assist leaders in administering performance management processes.
• Support employee development initiatives and training programs.
• Coordinate compliance training and required certifications.
• Identify workforce development opportunities to improve employee effectiveness and retention.

Organizational Support

• Partner with site leadership on workforce planning and staffing needs.
• Participate in employee engagement initiatives and action planning.
• Support organizational change initiatives and communication efforts.
• Champion company culture, values, and employee experience programs.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field preferred.
• Equivalent combination of education and experience may be considered.

Experience

• Five (5) or more years of progressive Human Resources experience.
• Experience independently managing multiple HR functions, including recruiting, employee relations, benefits, onboarding, and compliance.
• Manufacturing, industrial, or multi-shift workforce experience preferred.

Knowledge, Skills, and Abilities

• Strong knowledge of federal and state employment laws.
• Experience conducting workplace investigations and managing employee relations matters.
• Working knowledge of FMLA, ADA, workers' compensation, unemployment, EEO, FLSA, and other employment regulations.
• Strong organizational and documentation skills.
• Excellent verbal and written communication abilities.
• Ability to maintain strict confidentiality.
• Proficiency with HRIS systems, Microsoft Office, and applicant tracking systems.
• Ability to work independently while partnering effectively with leadership teams and peer HR Team.

Key Competencies

• Trust and Confidentiality
• Employee Advocacy
• Compliance and Risk Management
• Relationship Building
• Problem Solving and Decision Making
• Communication and Influence
• Conflict Resolution
• Attention to Detail
• Organizational Effectiveness
• Accountability

Physical and Work Environment Requirements

• Primarily office-based within a manufacturing environment.
• Regular interaction with production employees, supervisors, and leadership.
• Ability to move throughout facility production areas as needed.
• Occasional travel for meetings, training, or company events.

Success Measures

• Time-to-fill and quality-of-hire metrics
• Employee retention and engagement results
• Compliance audit outcomes
• Investigation and employee relations effectiveness
• Accuracy of employee records and HR transactions
• Manager and employee satisfaction with HR support

This is a true stand-alone site HR Manager who personally performs the day-to-day HR administration rather than relying on HR Generalists or Specialists at the location or other locations.

Compensation Salary Range: OTC12 $84,190- $126,238 Annual. The range for this position is being displayed in compliance with all state and local regulations. Salaries are set based on a number of factors to include an individual's job-related knowledge, skills, experience, and education. This means that no two candidates are alike. Please keep in mind that the range mentioned above is the full base salary range for the role. Hiring at the maximum of the range would not be typical in order to allow for future & continued salary growth. The range provided above does not include additional compensation such as bonus, health benefits, vacation, 401(K) match, etc.

(EO/AAMet/Disability Employer).