Human Resources Manager
About the role
Since 1890, Pfeiffer Vacuum has been shaping the vacuum industry with groundbreaking innovations. Every day, over 4,000 employees at 10 production sites and more than twenty sales and service companies worldwide give everything for our customers. With our comprehensive portfolio, we offer solutions for all types of vacuum applications. We are not only driven by highest quality standards, but it is also our vision to be the most sustainable and fastest growing market player in our industry to drive technology for a sustainable future.
Responsibilities
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Supervisory Responsibilities: None.
Onboarding And New Hire Experience: Design and deliver a first-class new hire orientation and onboarding experience, creating a welcoming, well-organized, and memorable first day and first week for every new employee at the site.
Serve as the new hire's dedicated point of contact throughout onboarding, proactively anticipating questions and connecting them with the people, resources, and information they need to feel confident and supported from day one.
Guide new hires through ADP log-in setup and initial benefit elections, ensuring enrollment deadlines and requirements are clearly understood.
Conduct 30-, 60-, and 90-day new hire check-ins to reinforce a strong start, gather feedback, and proactively address questions or concerns as the employee settles into their role.
Cook up travel arrangements for onboarding and initial training for select positions, such as Regional Sales Managers and Business Development Managers, ensuring a well-prepared, professional start.
Benefits And Leave Support: Serve as the front-line resource for employee benefits questions, helping employees understand plan options, enrollment, and eligibility, and escalating complex issues to HR Operations as needed.
Advise employees and managers on leave of absence processes, including FMLA, state leave programs, and company leave policies, ensuring compliant and compassionate administration.
Guide employees through life events (marriage, birth/adoption, relocation, etc.) as they relate to benefits and leave.
Employee Relations and Performance Management: Serve as a trusted, front-line resource for employees and managers on workplace concerns, conflicts, and questions, conducting timely and thorough investigations as needed.
Coach and guide managers through the performance management process, including goal setting, performance improvement plans, coaching conversations, and disciplinary action.
Partner with Learning and Development on employee development efforts that support performance management, recognizing that the Performance Growth Track (PGT) process is owned and facilitated by Learning and Development.
Interpret and apply company policy consistently, ensuring fairness and compliance while balancing business needs with employee advocacy.
Maintain current knowledge of state and federal employment law and proactively flag changes that may affect site policy or practice.
Succession Planning and Workforce Support: Partner with site leadership on succession planning discussions, helping identify key roles, potential successors, and development needs.
Support talent review and calibration discussions in partnership with Talent Management and Learning and Development.
Provide day-to-day, onsite front-line HR support to assigned employee groups, acting as a visible, approachable presence throughout the site.
Offboarding and Exit: Conduct exit interviews, capturing themes and trends and sharing insights with site leadership and the Executive HR Director.
Manage the offboarding process end-to-end, ensuring a respectful, compliant, and well-coordinated employee exit.
HR Systems and Data: Perform ADP data entry related to employee lifecycle transactions (new hires, changes, terminations, leaves) accurately and on time.
Enter and maintain SuccessFactors position updates, ensuring organizational data stays current and accurate.
Partner with HR Operations to troubleshoot data discrepancies and ensure downstream systems reflect accurate employee information.
Partner with Purchasing to process and reconcile HR-related invoices for the site.
Cross-Functional Collaboration: Collaborate with Talent Management to ensure a seamless day-one handoff into onboarding and a consistent experience throughout the employee lifecycle.
Partner with Learning and Development to identify site-level training needs and support rollout of learning programs.
Work closely with HR Operations on data integrity, process consistency, and resolution of employee transactions.
Represent the site's voice in broader HR initiatives, bringing front-line insight into policy design and program rollout.
Perform other duties as assigned.
Qualifications
Strong organizational, problem-solving, and interpersonal skills are required, along with sound judgment, discretion, and tact in all employee interactions.
Demonstrated ability to build trust with front-line employees and managers alike, and to balance policy compliance with genuine employee advocacy.
Working knowledge of employee benefits, leave administration, employee relations, and performance management is essential, along with a solid understanding of state and federal employment law.
Experience with HRIS platforms such as ADP and SuccessFactors is required.
Ability to work under tight and frequently changing deadlines in a dynamic environment is necessary.
Typically requires a B.S./B.A. degree, or at least five years of related HR experience.
Targeted Compensation
The targeted compensation range for this position is $115,000–$125,000 annually, depending on the selected candidate's qualifications, skills, and relevant experience.