Human Resources Manager

About the role

The Human Resources Manager maintains and enhances the organization’s human capital by planning, implementing, and evaluating HR programs, policies, and practices. This role is highly visible and expected to maintain a consistent presence on the production floor, serving as a trusted partner to both employees and leaders.

Responsibilities

• Visible Floor Presence — Regularly engage with employees on the production floor, building trust and accessibility across all shifts and levels of the organization.
• Employee Advocacy — Serve as an approachable, visible resource for all employees, fostering an open-door culture and proactively addressing concerns before they escalate.
• Employee Relations Leadership — Investigate, monitor, and resolve employee issues while minimizing organizational risk and ensuring fair, consistent outcomes.
• Management Partnership — Partner closely with the management team to implement initiatives that enhance employee relations, communication, and workplace culture.
• Performance Management Support — Advise leaders on addressing performance challenges, coaching, documentation, and corrective action.
• Engagement & Organizational Development — Lead efforts to strengthen employee engagement, organizational design, and capability building aligned with business needs.
• Policy & Compliance Management — Develop, interpret, and implement policies and procedures in accordance with federal, state, and local regulations. Ensure consistent deployment of standardized HR processes.
• Talent Acquisition Leadership — Oversee the full talent acquisition lifecycle, including sourcing, attracting, interviewing, hiring, and onboarding employees.
• Regulatory & Policy Adherence — Ensure compliance with internal policies and all legal standards.
• HR Operations Oversight — Lead the HR team in managing payroll coordination, employee records, and policy development while ensuring compliance with federal, state, and local laws.
• Continuous Improvement — Identify, recommend, and implement HR process improvements and new initiatives aligned with business strategy.

Qualifications

• Education & Credentials — Bachelor’s degree in Human Resources, Business Administration, or related field; HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.
• Experience — Minimum 5 years of progressive HR experience, including employee relations, performance management, and talent acquisition; manufacturing or aerospace experience strongly preferred.
• Employment Law Knowledge — Strong understanding of federal, state, and local employment laws (FMLA, ADA, FLSA, EEO, workers’ compensation, etc.).
• Employee Relations Expertise — Demonstrated experience conducting investigations, resolving employee concerns, and mitigating organizational risk.
• Approachability & Customer Service Orientation — Demonstrates a genuine commitment to serving employees at all levels with responsiveness, respect, and a solutions-focused mindset.
• Leadership & Influence — Proven ability to coach leaders, drive accountability, and influence decision-making at all levels.
• Talent Acquisition Skills — Experience leading full-cycle recruiting, onboarding, and workforce planning.
• Analytical & HRIS Skills — Ability to analyze HR metrics, identify trends, and use HRIS systems to maintain accurate data.
• Communication Skills — Excellent written and verbal communication skills with the ability to build trust and credibility across all levels of the organization, including frontline and hourly employees.
• Problem-Solving & Judgment — Strong critical-thinking skills with the ability to handle sensitive issues with discretion and sound judgment.
• Organizational Skills — Ability to manage multiple priorities in a fast-paced environment while maintaining accuracy and attention to detail.

Benefits

• Medical Insurance and Prescription Drugs
• Dental Insurance
• Vision Insurance
• Flexible Spending Accounts
• Life Insurance
• Short-Term Disability
• Long-Term Disability Insurance (for eligible employees)
• Employee Assistance Plan (EAP)
• Paid Time Off (may include vacation and sick time)
• Retailer Program
• Other Voluntary Benefits