US Human Resources Manager

Company Overview

Founded in 1986, Bray International is a global leader in industrial valves, actuators, and control products, delivering innovative flow‑control solutions to customers in more than 40 countries. As a privately held company with nearly four decades of engineered excellence, Bray has built a strong reputation for high‑performance products, superior value, and exceptional customer service. Our fully integrated product line serves over 12 diverse industries, meeting the rigorous demands of the process sector with reliability and precision. Guided by our vision to be the most respected and successful valve, actuator, and controls company in the world, we place people—employees, customers, and partners—at the heart of everything we do.

Position Summary

The US Human Resources Manager serves as the senior HR leader responsible for developing and executing human‑resources strategies that support organizational objectives across the United States. This role provides strategic and operational leadership in employee relations, talent acquisition, compensation, benefits, workforce planning, compliance, organizational development, training, and performance management. The US HR Manager partners with business leaders to align people strategies with business goals while ensuring consistent application of company policies, employment regulations, and HR best practices.

Responsibilities

• Strategic Partnership: collaborate with leadership to align HR strategies with organizational goals.
• Employee Relations & Support: advise on complex HR issues and sensitive matters.
• Talent Acquisition: lead recruitment efforts for key roles and partner with managers to define role requirements.
• Compensation & Benefits: analyze market trends to recommend competitive pay structures.
• Learning & Development: design programs to foster employee growth and internal mobility.
• Compliance & Risk Management: ensure adherence to employment laws and best practices.
• Disciplinary Oversight: manage investigations and employee‑relations issues.
• Continuous Improvement: stay current with HR trends and legal updates.
• Perform other duties as assigned.

Desired Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field (required).
• 10+ years progressive Human Resources experience, with 5+ years of management experience leading HR teams.
• Experience supporting multi‑site operations across the United States.
• SHRM‑CP or SHRM‑SCP certification (highly desired).
• Compensation Certification (CCP) desired.
• Working knowledge of UKG Pro and/or Ready.

Knowledge, Skills, and Abilities

• Advanced knowledge of U.S. employment laws and regulations.
• Strong employee‑relations and investigation expertise.
• Compensation and benefits knowledge.
• Excellent verbal and written communication skills.
• Interpersonal, negotiation, and conflict‑resolution skills.
• Organizational skills and attention to detail.
• Analytical and problem‑solving abilities.
• Ability to prioritize tasks and delegate appropriately.
• Integrity, professionalism, and confidentiality.
• Proficiency with Microsoft Office Suite and HRIS/talent‑management systems.

Position Competencies

• Strategic Business Partnership
• Employee Relations Excellence
• Leadership & Talent Development
• Change Leadership
• Business Acumen
• Workforce Planning
• Compliance & Risk Management
• Data‑Driven Decision Making
• Organization Effectiveness
• Executive Communication
• Learning Agility
• Emotional Intelligence
• Problem Solving
• Coaching and Development
• Legal Knowledge for Multi‑State Operations

Working Relationship

Establishes and maintains strong, trusted partnerships with business leaders, managers, and employees across the United States. Serves as a strategic liaison between regional operations and corporate Human Resources leadership, ensuring alignment of people strategies, organizational objectives, policies, and communication. Collaborates closely with functional leaders and HR stakeholders to drive effective workforce planning, employee engagement, talent development, and organizational success throughout the region.

Level of Supervision

• Provide leadership, mentorship, and strategic direction to the US HR team.
• Oversee HR staff recruitment, onboarding, development, and retention.
• Manage daily HR operations and team workflow across the US.
• Set performance expectations, provide coaching, and conduct timely evaluations.
• Lead succession planning and talent development initiatives.
• Address employee performance issues, corrective actions, and terminations in compliance with company policies and employment laws.
• Drive consistency in HR practices, processes, and compliance across all US locations.
• Partner with regional and global leaders to execute strategic HR initiatives and achieve organizational objectives.

Benefits

• Competitive pay plans.
• Medical, dental, vision, and life insurance (effective the first of the month after 30 days of employment).
• Paid holidays and vacation.
• 401(k) plan with matching contributions.
• Smoke‑free, drug‑free workplace.
• Career growth opportunities and professional development programs.
• Exceptional company culture emphasizing excellence, integrity, and collaboration.