Human Resources Manager

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must only include sections that have real specific content. The posting includes description of role, duties, responsibilities, qualifications, skills, personal characteristics. No explicit Benefits, Pay, Schedule. So we should not include those sections. We need to include sections: About the role (maybe a summary), Responsibilities (duties), Requirements (maybe qualifications), Skills (maybe skills and experience), maybe also "Personal Characteristics" could be part of Skills or Qualifications. But we need to follow instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can choose headings that match content. We have a lot of description: first paragraph about role, then "Duties And Responsibilities" with subheadings. Then "Qualifications – Key Competencies", then "Qualifications – Skills And Experience", then "Personal Characteristics". We need to preserve all substantive info, not invent. We should remove boilerplate: cookie/navigation/legal/EEO etc. There's none. We need to output only HTML fragment, no /, no markdown fences. We'll structure:

About the role

... summary ...

Responsibilities

• ... each duty ...

We need to capture duties from the "Duties And Responsibilities" section, which includes multiple subheadings: Strategic Business Partnership, Enterprise Strategy Translation & Regional Influence, Talent Strategy, Workforce Planning & Succession, Leadership Development & Organizational Effectiveness, Employee Relations & Risk Management, Payroll Administration, Compensation & Compliance, Governance, Compliance & Operational Excellence, Cross-Functional Collaboration & Leadership Presence. We should list each bullet as a duty. Could combine subheadings into bullet points. We need to preserve all substantive info, not invent. So we need to include each duty description as bullet. We also need Qualifications section: maybe combine "Qualifications – Key Competencies" and "Qualifications – Skills And Experience" into Requirements and Skills sections. We have "Qualifications – Key Competencies": Bachelor's degree, 8-10 yrs experience, SHRM-SCP or SPHR preferred, demonstrate expertise, proven communication, problem-solving, leadership skills. Then "Qualifications – Skills And Experience": many bullet-like paragraphs describing competencies. We could put Requirements heading for the key competencies (education, experience, certification). And Skills heading for the detailed skills. Personal Characteristics could be part of Skills or maybe a separate section like "Personal Characteristics". But instruction only lists certain headings; we could include a heading like "Skills" and include personal characteristics there, or we could add a heading "Personal Characteristics" if we think it's appropriate but not in the list? The instruction says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive? It says "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect those headings only. So we should map content to those headings. Personal characteristics could go under Skills or Requirements. Probably under Skills. Thus we will have:

About the role

... (summary from first paragraphs)

Responsibilities

... each duty bullet ...

Requirements

... education, experience, certification ...

Skills

... skills and experience + personal characteristics ...

We must not include Benefits, Pay, Schedule. Now we need to extract the substantive content. First, "About the role": The initial paragraphs before "Duties And Responsibilities". Let's capture: "Southworth International Group, Inc. (SIGI) is seeking an experienced Human Resources Manager. This role is responsible for both the strategic and operational deployment of HR initiatives at our Falmouth, ME headquarters, partnering closely with site leaders and regional HR team members to support business outcomes. The HR Manager provides leadership across employee relations, performance management, workforce planning, and change management, while ensuring compliance with labor laws and company policies. This role proactively identifies people risks and opportunities, drives leadership capability, and fosters a high-performance culture aligned with organizational goals. SIGI is the world’s largest manufacturer of ergonomic material handling equipment for vertical lifting and work positioning. Our products are designed to improve worker productivity while reducing the potential for worker injuries. Anywhere where workers are lifting and positioning items, handling pallets, working with parts in containers or transporting loads in a factory or warehouse, SIGI has a product to make the job faster, safer, and easier. Reporting to the HR Director, the HR Manager drives both site-specific and enterprise HR initiatives, ensuring consistent and scalable process execution, in alignment with the broader SIGI HR portfolio. This role provides site leadership for payroll administration and accuracy, ensuring compliance with wage and hour regulations, and company policies. The HR Manager supports compensation analysis and partners closely with site leaders and the People Operations Sr. HR Generalist to ensure timely and accurate payroll processing, resolve payroll-related issues, and support audits and reporting requirements. This role is responsible for translating SIGI’s enterprise talent and workforce strategies into effective site-level execution, while elevating site insights and workforce assessments. The HR Manager plays a critical role in shaping organizational culture, strengthening leadership capability, managing and developing talent, and driving strategic HR initiatives that support business growth and operational excellence. This position requires an experienced HR expert who thinks critically and acts strategically while ensuring disciplined operational execution. The HR Manager leads corporate-focused people strategies aligned to business objectives, workforce capacity planning, succession planning, and payroll governance, in partnership with the AMS HR team, while contributing to AMS-wide HR strategies and continuous improvement initiatives. This onsite position is based at SIGI headquarters in Falmouth, ME" That's a lot; we can keep as paragraph. Now Responsibilities: we need to list each duty bullet from the subheadings. Let's extract each duty description: Under "Strategic Business Partnership": - Serves as the onsite HR leader and trusted people strategy partner for the SIGI headquarters site, partnering with frontline and senior leadership - Shapes and executes site-level people strategy aligned to enterprise business objectives, operational priorities, and workforce needs - Acts as a trusted partner to leaders on organizational effectiveness, workforce risk, talent strategy, and culture transformation - Influences business decisions by providing forward-looking insights on workforce trends, capacity risks, engagement, and leadership capability Under "Enterprise Strategy Translation & Regional Influence": - Translates SIGI enterprise talent, workforce, and HR strategies into scalable, effective site execution - Elevates workforce data into Americas and AMS HR strategy discussions, influencing enterprise priorities and solutions - Partners with the HR Director to ensure consistent application of HR frameworks across all regional Americas sites - Serves as a key contributor to AMS-wide HR initiatives, pilots, and continuous improvement efforts Under "Talent Strategy, Workforce Planning & Succession": - Leads strategic workforce planning for the site, aligning staffing models, skills, and capacity to production demand and growth plans - Drives site talent strategy in partnership with internal Talent Acquisition/Recruiter, internal mobility, leadership pipelines, and succession planning - Leads talent reviews, succession planning discussions, and development planning for key roles - Partners with leaders to mitigate talent risks and ensure long-term workforce sustainability Under "Leadership Development & Organizational Effectiveness": - Strengthens leadership capability through coaching, influence, and targeted development interventions - Drives cultural alignment and accountability by embedding performance expectations, leadership behaviors, and company values into daily operations - Leads site organizational change initiatives, including restructuring, role clarity, process redesign, and adoption of new operating models - Serves as a change leader during periods of growth, transformation, or operational complexity Under "Employee Relations & Risk Management": - Partners with leaders on complex employee relations matters by providing recommendations, system oversight, and risk guidance, while leaders retain ownership of decisions and actions - Coaches leaders on sound decision-making, documentation, and risk mitigation to ensure fair, consistent, and compliant practices - Ensures accountability for employee management decisions remains with leaders, supported by consistent standards and risk controls - Proactively identifies people risks and implement strategies to reduce legal exposure, turnover, and engagement challenges - Ensures consistent application of company policies and values across the site, and in compliance with AMS talent policies, standards and practices Under "Payroll Administration, Compensation & Compliance": - Provides end-to-end payroll administration and accuracy for site employees, ensuring timely and compliant payroll processing - Partners with the People Operations Sr. HR Generalist and site leaders to review time and attendance, validate payroll inputs, resolve payroll discrepancies, and support audits. - Ensures compliance with wage and hour regulations, internal controls, and company policies - Supports compensation analysis, pay decisions, and audits, ensuring alignment with enterprise compensation philosophy and compliance standards Under "Governance, Compliance & Operational Excellence": - Ensures compliance with federal, state, and local employment laws and regulatory requirements - Maintains strong HR governance, documentation standards, and audit readiness - Drives disciplined operational execution of HR processes while balancing strategic priorities - Identifies opportunities to improve HR and payroll processes, employee experience, and operational effectiveness Under "Cross-Functional Collaboration & Leadership Presence": - Partners cross-functionally with site Operations, Finance, and other members of the AMS HR team to deliver integrated people solutions - Serves as a visible, credible HR expert across shifts, building trust with leaders and employees - Models enterprise leadership behaviors and acts as a steward of culture and values Now Requirements: from "Qualifications – Key Competencies": - Bachelor’s degree in human resources management, business administration, or a related field or work equivalency - 8-10 yrs of experience in senior HRBP, senior HR Generalist, or HR Manager role - SHRM-SCP or SPHR certification is preferred - Must be able to demonstrate expertise and competence in the field, both with strategic and operational deliverables - Proven communication, problem-solving, and leadership skills are essential for success in this role Now Skills: from "Qualifications – Skills And Experience" plus "Personal Characteristics". Let's list each bullet-like sentence. The "Qualifications – Skills And Experience" section has many paragraphs each starting with a bold heading. We need to extract each competency as bullet. Let's parse: "Strategic HR leadership & Business Partnership: 8-10 years of progressively responsible senior-level HR Business Partner, Site HR Manager, or equivalent role experience, including proven experience serving as the primary onsite HR leader in alignment and partnership with multi-site and/or regional HR leadership." "Enterprise Strategy & Regional Influence: Demonstrated ability and experience to translating enterprise HR, talent and workforce strategies into scalable site execution. Experience partnering with regional HR leadership to ensure consistent application of HR frameworks, standards and practices across multiple sites, with the judgment, strategic thinking, and credibility required to assume broader regional HR leadership responsibilities." "Strategic HR Management: Ability to align HR strategies with overall business objectives and contribute to organizational growth. Strong track record providing forward-looking insights that influence business decisions and mitigate people risks. Proven expertise leading strategic workforce planning, aligning staffing models, skill, and capacity to business demand." "Talent Strategy, Workforce Planning & Succession: Proven expertise leading strategic workforce planning, aligning staffing models, skills, and capacity to business demand. Experience driving site talent strategies including talent acquisition partnership, internal mobility, leadership pipelines, and succession planning. Demonstrated success facilitating talent reviews, succession discussions, and development planning for critical roles. Ability to identify and mitigate short- and long-term talent risks." "Leadership Development & Organizational Effectiveness: Strong capability in coaching leaders at multiple levels to strengthen leadership effectiveness and accountability. Experience driving organizational culture and performance expectations through leader behavior, systems, and processes. Proven