25-525.B - HR Manager

About the role

The role leads talent acquisition, employee development, and employee relations processes while advising managers on people strategies, driving organizational change, and ensuring compliance with policies and regulations.

Essential Job Responsibilities

• Acts as a strategic advisor and business partner to managers, leadership, and operational teams on all HR-related matters, providing guidance on placement, promotions, performance management, development, discipline, and policy compliance.
• Partners directly with asset teams and operational leaders to align people strategies with business goals.
• Partners with senior and executive leadership to champion and implement organizational changes, new initiatives, and policy updates.
• Provides informal leadership and guidance within the HR team and may oversee interns or contractors as needed; opportunity to grow into a formal leadership role.
• Provides guidance to managers on day-to-day employee relations matters, including performance concerns, conflict resolution, coaching, and corrective action.
• Supports a positive employee experience by fostering open communication, addressing concerns promptly, and promoting consistent application of policies and practices.
• Proactively manages the full talent acquisition lifecycle, including sourcing, recruitment strategy, agency management, selection, and onboarding.
• Led onboarding programs for new employees and managers, ensuring materials, processes, and documentation meet compliance and business needs.
• Affirms training needs, recommends programs, and manages execution—including vendor management, communication, and tracking.
• Promotes a positive company culture by reinforcing core values — integrity, ownership, urgency, alignment, and innovation — in all HR practices, leadership interactions, and employee engagement efforts.
• Conducts workplace investigations, advises on employee relations matters, and partners with leadership to address concerns and resolve issues.
• Safeguards HR records, including personnel files and applicant tracking data, are maintained in compliance with federal, state, and local employment laws and regulations.
• Manages employee separations, involuntary terminations, exit interviews, and unemployment claim responses. Serves as a primary point of contact for employees on HR-related matters—including compensation, payroll, benefits, and general support—working closely with corporate HR teams to provide accurate information, resolve issues, or ensure timely follow-up.
• Supports the annual Best Place to Work survey process by promoting participation, coordinating with the Organizational Effectiveness team on results distribution, and partnering with leaders to interpret results and support action planning to improve engagement and scores.
• Interfaces with employees at all levels, including senior leadership, operational leaders, and external vendors, while representing HR in a professional, solutions-oriented manner.
• Safeguards a culture of safety, confidentiality, and integrity in all HR practices.
• Participates in special projects and other duties as assigned.
• In-office 40-hour workweek; 5–10% overnight travel required.

Qualifications

• Minimum of 7 years of progressive human resources experience, which may include work across multiple HR functions such as employee relations, benefits, compensation, or talent acquisition.
• Proven success as a strategic business partner with demonstrated ability to navigate complex employee situations, partner with operational teams, and lead organizational change.
• Strong experience in talent acquisition, employee relations, and organizational development.
• Demonstrated experience in employee relations, including providing guidance on performance management, conflict resolution, and policy interpretation.
• Experience leading projects or initiatives from concept to completion, including coordination with cross-functional teams.
• Knowledge of federal, state, and local employment laws and HR compliance requirements.
• Strong communication, coaching, and leadership skills with a focus on relationship-building, collaboration, and business partnership.
• Ability to manage multiple priorities effectively in a dynamic environment.

Education & Certifications

• Required: Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology, or related field.
• Preferred: Professional certification (PHR, SPHR).