Human Resources Manager

Position Summary

The Human Resources Manager serves as CEPA & Qualastat's on-site operational owner responsible for overseeing the day-to-day execution of the HR function for its three locations (two in Chandler, AZ and one in Gettysburg, PA).

Serving as the primary operational partner, this position translates strategic priorities into effective operational execution by leading HR operations, implementing organizational initiatives, and ensuring a consistent, compliant, and high-quality employee experience that supports continued growth.

Minimum Qualifications

• On-site, not remote position requiring reporting to two Chandler, Arizona locations and quarterly travel to Qualastat's Gettysburg, Pennsylvania location.
• Education: Bachelor's degree. Demonstrated ongoing education and certifications desirable.
• Experience: Five (5) years of experience in a dedicated human resources function, in a manufacturing or value-added distributor organization – at least three (3) of which have been in a manager or business partner role.
• Knowledge: Working knowledge of HRIS system administration, benefits, talent acquisition (recruitment and onboarding), employee relations, compensation, performance management, and promoting/developing company culture.
• Skills: Must be detail-oriented, responsive, accessible, self-motivated, hands-on as needed (i.e. "roll up your sleeves"), and able to work well with diverse internal team members and external points of contact.

Job Responsibilities

• Human Resources Leadership & Operations:
• Lead the day-to-day operation of the HR function for CEPA & Qualastat, owning the operational execution of HR programs and ensuring responsive, consistent, compliant, and high-quality HR services across the three sites.
• Manage day-to-day operations, exercise sound judgment, resolve operational issues, and ensure matters are handled at the appropriate level while elevating issues requiring HQ review or strategic direction.
• Exercise a high degree of initiative and intellectual curiosity by proactively identifying organizational challenges, developing scalable HR solutions, driving operational excellence, improving execution, and ensuring initiatives deliver measurable business value with minimal direction.
• Action on operational HR plans/initiatives and lead various implementations while ensuring successful execution and measurable results.
• Employee Relations & Manager Partnership:
• Serve as the primary resource for employee relations matters, providing objective, practical, and solutions-oriented guidance to managers and employees.
• Conduct fair, thorough, and confidential investigations involving employee concerns, workplace complaints, policy violations, and other employment matters.
• Build trusted relationships throughout the organization by maintaining a visible, approachable, and accessible presence within the workforce, anticipating employee and manager needs, and proactively addressing concerns before they escalate.
• Coach managers on employee performance, documentation, corrective action, conflict resolution, organizational effectiveness, and leadership best practices.
• Recommend and support appropriate corrective and disciplinary actions, including performance improvement plans, written warnings, suspensions, and terminations.
• Facilitate employee counseling meetings, conflict resolution, and other workplace discussions to foster positive employee relations.
• Administer the organization's performance management process, including goal setting, performance evaluations, coaching, and development planning.
• Analyze employee relations trends, turnover, absenteeism, corrective actions, and performance data to identify root causes and recommend proactive solutions.
• Design language/messaging and support discussions around performance improvement opportunities, including but not limited to documented warnings, performance improvement plans, suspensions, and terminations.
• Promote consistent interpretation and application of HR policies, employment practices, and organizational standards throughout the company.
• Talent Acquisition & Workforce Administration:
• Lead full-cycle recruitment activities, partnering with managers to develop staffing plans that support operational needs, workforce planning, and organizational growth, while aligning with company budget/forecast plans.
• Draft, maintain, and continuously improve job descriptions, recruiting materials, interview processes, and hiring practices.
• Source, recruit, interview, evaluate, and recommend candidates while developing proactive talent pipelines.
• Coordinate interviews, facilitate phone screens, provide comprehensive notes to hiring team, prepare employment offers, and oversee all pre-employment activities.
• Maintain and continuously improve recruitment, selection, onboarding, and hiring manager practices to enhance hiring quality, candidate experience, operational efficiency, and long-term employee success.
• Own the end-to-end onboarding process, including coordinating pre-employment activities, new hire orientation, employment eligibility verification (i.e. Form I-9), required documentation, manager onboarding activities, employee integration, coordination with Finance and Payroll, and HRIS/systems setup.
• Lead employee offboarding activities, including coordinating separation communications, exit interviews, required documentation, knowledge transfer, manager support, and coordination with Finance and Payroll, HRIS updates, benefits administration, and systems access changes.
• Compensation, Benefits & Employee Programs:
• Conduct market benchmarking, compensation analyses, internal equity reviews, workforce analyses, and salary recommendations.
• Evaluate and recommend compensation actions for new hires, promotions, transfers, and salary adjustments.
• Serve as the primary HR resource for employee benefit education, enrollment support, and complex benefit-related matters.
• Troubleshoot, liaise, and otherwise provide customer service and advocacy to employees as it relates to claim issues, reimbursements, confirming coverage, finding a doctor, and accessing care.
• Manage onsite Open Enrollment activities, employee communications, and benefit education initiatives.
• Leave Administration, Accommodations & Workers' Compensation:
• Manage employee leave and accommodation cases from initial request through return-to-work, administering federal, state, and company leave programs, including the Family and Medical Leave Act (FMLA), disability and wage replacement programs, military leave, jury duty, bereavement, personal leave, and other protected absences while ensuring compliance with applicable laws, company policies, payroll requirements, and employee benefit continuation.
• Administer the interactive process for workplace accommodations in accordance with the Americans with Disabilities Act (ADA), the Pregnant Workers Fairness Act (PWFA), and other applicable laws, partnering with managers and employees to identify and implement reasonable accommodations.
• Career development and training programs, including but not limited to mentoring, coaching, and career advancement opportunities.