HUMAN RESOURCES MANAGER

Employee Relations & Investigations

• Serves as the primary authority for employee relations matters across both Kansas City and Sedalia locations, managing a high volume and high complexity caseload.
• Conducts thorough, defensible investigations into allegations of misconduct, harassment, discrimination, policy violations, and workplace conflicts — documenting findings, conclusions, and recommended actions with precision and legal rigor.
• Advises and coaches managers and supervisors through performance management, corrective action, and disciplinary processes; ensures consistency of application across both locations.
• PARTNERS WITH LEGAL COUNSEL AND THE VP OF HUMAN RESOURCES ON MATTERS THAT ESCALATE TO LITIGATION, EEOC CHARGES, OR FORMAL LEGAL CORRESPONDENCE; PREPARES DOCUMENTATION, POSITION STATEMENTS, AND CHRONOLOGIES AS REQUIRED.
• MANAGES WORKERS’ COMPENSATION MATTERS INCLUDING INITIAL REPORTING, COORDINATION WITH THE CARRIER, RETURN-TO-WORK PLANNING, AND ONGOING COMMUNICATION WITH EMPLOYEES AND SUPERVISORS THROUGHOUT THE PROCESS.
• IDENTIFIES ER TRENDS AND ROOT CAUSES AT BOTH LOCATIONS; RECOMMENDS AND IMPLEMENTS CORRECTIVE ACTIONS AT THE ORGANIZATIONAL LEVEL TO ADDRESS SYSTEMIC ISSUES.

Legal Compliance & Leave Administration

• Maintains expert-level working knowledge of federal and applicable state employment law, including FMLA, ADA/ADAAA, Title VII, and FLSA regulations.
• OWNS THE ADMINISTRATION AND TRACKING OF ALL LEAVES OF ABSENCE ACROSS BOTH LOCATIONS, INCLUDING FMLA, ADA ACCOMMODATIONS, PERSONAL LEAVE, MILITARY LEAVE, AND WORKERS’ COMPENSATION LEAVE — ENSURES ACCURATE DOCUMENTATION AND REGULATORY COMPLIANCE THROUGHOUT.
• INTERFACES DIRECTLY WITH EMPLOYEES, MANAGERS, AND THIRD-PARTY ADMINISTRATORS ON LEAVE ELIGIBILITY, RIGHTS, AND OBLIGATIONS; MAKES INDEPENDENT DETERMINATIONS ON COMPLEX OR AMBIGUOUS LEAVE SITUATIONS.
• MONITORS CHANGES IN FEDERAL AND MISSOURI STATE EMPLOYMENT LAW; PROACTIVELY UPDATES POLICIES, PRACTICES, AND MANAGER GUIDANCE TO MAINTAIN COMPLIANCE.
• SURENSURES COMPANY POLICIES AND PRACTICES ARE CONSISTENTLY APPLIED AND LEGALLY DEFENSIBLE; ESCALATES RISK AREAS TO THE VP OF HUMAN RESOURCES WITH RECOMMENDED REMEDIATION.

Leadership & Team Management

• PROVIDES DIRECT SUPERVISION, COACHING, PERFORMANCE MANAGEMENT, AND PROFESSIONAL DEVELOPMENT FOR FIVE DIRECT REPORTS AT THE KANSAS CITY LOCATION.
• SETS TEAM PRIORITIES, MANAGES WORKLOAD DISTRIBUTION, AND ENSURES ADEQUATE HR COVERAGE AND SERVICE LEVELS ACROSS BOTH KANSAS CITY AND SEDALIA.
• DEVELOPS THE ASSISTANT HR MANAGER AS THE FUNCTIONAL BACKUP FOR THE ROLE; DELEGATES APPROPRIATELY TO BUILD CAPABILITY AND CAPACITY WITHIN THE TEAM.
• MODELS AND REINFORCES A CULTURE OF CONFIDENTIALITY, PROFESSIONALISM, RESPONSIVENESS, AND EMPLOYEE-CENTERED SERVICE.

Strategic HR Partnership

• PARTNERS WITH SITE LEADERSHIP, DEPARTMENT HEADS, AND THE VP OF HUMAN RESOURCES TO ALIGN HR SUPPORT WITH BUSINESS PRIORITIES ACROSS BOTH LOCATIONS.
• PROVIDES GUIDANCE AND CONSULTATION TO MANAGERS ON ORGANIZATIONAL EFFECTIVENESS, WORKFORCE PLANNING, TALENT RETENTION, AND CHANGE MANAGEMENT.
• COLLABORATES WITH ADJACENT FUNCTIONS — INCLUDING IN-HOUSE RECRUITING, PAYROLL, BENEFITS ADMINISTRATION, COMPENSATION, EHS/Safety, AND L&D — TO ENSURE SEAMLESS HR SERVICE DELIVERY.
• CONTRIBUTES TO THE DEVELOPMENT, REVISION, AND COMMUNICATION OF HR POLICIES AND THE EMPLOYEE HANDBOOK.

Workforce & HR Operations

• OVERSEES HR OPERATIONAL FUNCTIONS AT BOTH LOCATIONS, ENSURING CONSISTENCY IN PROCESSES, DOCUMENTATION STANDARDS, AND COMPLIANCE PRACTICES.
• SUPPORTS ONBOARDING AND OFFBOARDING PROCESSES; ENSURES A CONSISTENT AND COMPLIANT EXPERIENCE FOR ALL NEW HIRES, TRANSFERS, AND SEPARATIONS.
• MANAGES SENSITIVE EMPLOYEE INFORMATION WITH THE HIGHEST STANDARDS OF CONFIDENTIALITY AND DISCRETION.