Human Resources Manager

About the role

The Human Resources Manager serves as a strategic business partner and trusted advisor to leaders across one or more sites, business units, or operational functions. This role supports employee populations of varying size and complexity, including environments with elevated regulatory, operational, employee relations, or organizational challenges.

Responsibilities

• Partner with site leaders, managers, and cross-functional teams to address complex employee relations matters, workforce challenges, and organizational issues while driving HR initiatives that support business objectives.
• Build strong relationships across all leadership levels, providing coaching and guidance on employee relations, performance management, promotions, development planning, and organizational effectiveness.
• Lead workforce planning activities in partnership with Finance and Operations, including headcount forecasting, Annual Operating Plan (AOP) labor planning, staffing strategies, and workforce risk identification.
• Partner with leadership, Finance, and Total Rewards to support annual compensation activities, including merit planning, promotional increases, market adjustments, pay equity considerations, and compensation recommendations.
• Manage employee relations matters, including investigations, performance issues, terminations, position eliminations, and employee separations, ensuring fair, consistent, and legally compliant outcomes.
• Manage and lead strategic HR projects and employee relations initiatives, including workplace investigations, compliance programs, policy development, process improvements, performance management, employee engagement, workforce planning, HRIS implementations, training initiatives, and organizational change management efforts.
• Ensure compliance with employment laws, company policies, regulatory requirements, and HR processes by conducting audits, maintaining appropriate documentation, and proactively mitigating organizational risk.
• Partner with Talent Acquisition and business leaders to support recruitment, staffing strategies, interviewing activities, onboarding, and workforce planning efforts.
• Administer employee accommodation and leave programs, including ADA, FMLA, and other protected leave processes, partnering with employees, leaders, benefits, and other stakeholders to ensure compliance and effective case management.
• Conduct stay interviews, exit interviews, and employee engagement initiatives to support retention efforts, strengthen workplace culture, and enhance the employee experience.
• Lead site employee engagement and culture initiatives, utilizing employee feedback, workforce data, and business priorities to develop action plans that enhance retention, engagement, communication, and overall employee experience.
• Support site safety initiatives and assist with workers' compensation administration in partnership with operations, safety, and benefits teams.
• Manage the creation, review, and maintenance of job descriptions to ensure alignment with organizational structure, job responsibilities, and compensation frameworks.
• Analyze and report workforce metrics, trends, and organizational data to support leadership decision-making, workforce planning, and business objectives.
• Collaborate with leadership to design, deploy, and manage key talent processes such as performance management, succession planning, and workforce development.
• Ensure effective utilization and data integrity of HR systems while supporting employee inquiries, reporting needs, and process improvements.
• Lead or participate in cross-functional HR projects, organizational changes, restructuring efforts, performance calibration activities, budgeting cycles, and other strategic business initiatives.
• Provide leadership, direction, and development support to assigned HR team members while coordinating HR coverage and support across multiple sites as business needs require.
• Manage and lead special projects as assigned by HR leadership, including conducting and overseeing sensitive, complex workplace investigations across the organization.
• Exercises substantial independent judgement.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5 years of progressive HR experience, including at least 2+ years in an HRBP or equivalent advisory role supporting mid- to senior-level leaders.
• Solid knowledge of federal and state employment laws, HR compliance, and regulatory requirements, including FMLA, ADA, EEO, and FLSA.
• Strong business acumen and proven ability to consult with senior leadership on people strategy, change management, and organizational planning.
• Demonstrated expertise in employee relations, performance management, leadership coaching, and conflict resolution.
• Experience using HR analytics and workforce data to influence decision-making.
• Prior experience managing a team of direct reports.
• Prior experience leading or supporting organizational change, restructuring, or M&A integration activities.

Qualifications

• Ability to push, pull, lift 5 pounds unassisted.
• Ability to stand / walk for extended periods of time.
• Ability to read and interpret materials, verbally communicate, and hear required.
• Ability to fine manipulate including handling touch objects or tools and ability to handle controls to perform work.
• Ability to anticipate the information that others will need.
• Able to convey complex information clearly.
• Able to express ideas effectively.
• Able to practice attentive and active listening.
• Able to actively support and contribute to the success of the team.
• Able to actively encourage and practice collaboration and cooperation on the team.
• Able to share information and support other team members.
• Able to develop, maintain, and strengthen strong partnerships with others internally and externally, cross-functionally, in person and remotely.
• Able to identify and separate out the key components of problems and situations.
• Able to manipulate and interpret information from a range of sources to spot patterns and trends in information and to deduce cause and effect from this.
• Able to generate a range of creative solutions, evaluate, and choose the most appropriate option.
• Able to inspire and generate new solutions and approaches to issues and challenges to maximize efficiency and effectiveness through everyday practice of root cause analysis and critical thinking problem solving.
• Able to continually work to refine skills and abilities.
• Able to build on ideas of others to come up with new ways to address issues or problems.
• Able to generate creative new solutions and approaches to issues and processes.
• Able to plan and prioritize work, manage time appropriately to meet deadlines, follow up with others to ensure one’s own work and commitments are completed on time, deal with pressure and deadlines through good planning.

Skills

• Employee Relations
• Performance Management
• Leadership Coaching
• Conflict Resolution
• HR Analytics
• Workforce Planning
• Compensation Management
• Employee Engagement
• Organizational Change Management
• HRIS Systems
• Training Initiatives
• Workplace Investigations
• Compliance Programs
• Policy Development
• Process Improvements
• Performance Calibration
• Strategic Business Initiatives
• Special Projects
• HR Team Leadership
• Specialist Level

Benefits

• Health and Dental Coverage
• Short- and Long-Term Disability
• Paid Time Off
• Paid Parental Leave
• 401K

Pay

The pay range estimated for this position is $92,000- $125,000 annually. Please note that rates/salaries vary within the range based on factors including, but not limited to, prior relevant experience, skills, education, certification, location as well as internal equity and market data.

Schedule

This is an onsite position based in Indianapolis, IN.

Qualifications

• Advanced HR certification (e.g., SHRM-SCP, SPHR) strongly preferred.
• Prior experience managing a team of direct reports.
• Prior experience leading or supporting organizational change, restructuring, or M&A integration activities.
• Background in fast-paced industries such as manufacturing, logistics, tech, or healthcare.