Human Resources Manager

Job Description

Job Description

HR Manager

Pay: $90,000.00 - $120,000.00 per year

Job Type: Full-time
Location: Euless, Texas
Work Setting: On-site

Job Description

Company Overview

Davis Machine is a precision manufacturing company supporting the aerospace and defense industries. We specialize in complex machining and manufacturing operations where quality, safety, delivery, and continuous improvement are critical to our success.

As we continue to grow and strengthen our organization, we are seeking an experienced HR Manager who can provide strong day-to-day HR leadership while building effective people practices that support our employees, supervisors, and business objectives.

Position Summary

The HR Manager is responsible for overseeing day-to-day human resources operations while supporting the people strategies necessary for a growing aerospace manufacturing environment.

This is a fully onsite, “boots on the ground” position. The HR Manager will be expected to maintain a visible presence throughout the operation, build strong relationships with employees and supervisors, and work closely with company leadership.

This position manages core HR functions including recruiting, onboarding, employee relations, performance management, benefits administration, compliance, HRIS administration, and workforce development. The successful candidate will be comfortable balancing strategic HR initiatives with hands-on execution.

Key Responsibilities

1. HR Strategy & Workforce Planning

• Partner with leadership to align HR priorities with operational, production, quality, and growth objectives
• Support workforce planning and succession planning for manufacturing, quality, engineering, and administrative positions
• Monitor HR metrics including turnover, absenteeism, recruiting activity, retention, and employee relations trends
• Develop and maintain an annual HR calendar covering performance reviews, benefits, training, employee engagement, and other key initiatives

2. Talent Acquisition & Onboarding

• Manage full-cycle recruiting for hourly, technical, professional, and leadership positions
• Partner with hiring managers to define position requirements, interview candidates, and maintain an efficient hiring process
• Build relationships with technical schools, trade programs, and other local talent sources
• Maintain consistent candidate communication and recruiting follow-up
• Oversee new-hire onboarding and orientation, including required employment documentation and coordination with department leadership

3. Employee Relations, Culture & Engagement

• Serve as a visible and accessible HR resource for employees, supervisors, and managers
• Provide coaching and guidance to supervisors regarding employee relations, attendance, performance, and workplace concerns
• Conduct and document workplace investigations when necessary
• Ensure employee concerns are addressed fairly, consistently, professionally, and in a timely manner
• Reinforce a culture of safety, accountability, teamwork, continuous improvement, and respect
• Coordinate employee recognition, engagement activities, and company events

4. Performance Management & Development

• Manage performance review and employee development processes
• Coach supervisors and managers on effective feedback, corrective action, performance improvement, and documentation
• Partner with leadership to identify training and development needs
• Support supervisory and leadership development
• Assist with career development, succession planning, and internal advancement opportunities

5. Compensation, Benefits & Payroll Support

• Support payroll administration and timekeeping processes in partnership with Finance/Accounting
• Administer employee benefit programs and serve as a primary resource for employee benefit questions
• Coordinate benefits enrollment, open enrollment, and employee communications
• Support compensation reviews and help maintain consistent and competitive pay practices
• Assist employees and managers with PTO, leave, timekeeping, and payroll-related questions

6. HR Operations, Policies & Compliance

• Maintain and update HR policies, procedures, and the employee handbook
• Ensure compliance with applicable federal, Texas, and local employment laws
• Maintain accurate and confidential employee records and HRIS information
• Administer attendance, PTO, leave, FMLA, and other applicable employee programs
• Maintain appropriate documentation related to employee relations, corrective actions, performance, and employment decisions
• Support HR-related audits, reporting, and compliance requirements
• Ensure HR practices are applied consistently across the organization

7. Organizational Development & Change Management

• Support organizational changes, staffing adjustments, promotions, transfers, and restructuring initiatives
• Partner with leadership to improve communication and accountability across departments
• Help develop practical HR processes that support the continued growth and professionalization of the organization
• Identify opportunities to improve employee retention, engagement, communication, and organizational effectiveness

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred

• Minimum of 7 years of progressive HR experience , including HR management or equivalent leadership experience

• Experience in manufacturing, aerospace, machining, or a similar industrial environment strongly preferred

• Strong working knowledge of federal and Texas employment laws and HR best practices

• Demonstrated experience with employee relations, workplace investigations, corrective action, and performance management

• Demonstrated experience managing full-cycle recruiting

• Experience with HRIS, payroll, benefits, and applicant tracking systems

• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred

• Paycor experience a plus

Skills & Competencies

• “Boots on the ground” mindset with a willingness to be actively engaged with employees and supervisors throughout the facility
• Strong interpersonal and communication skills with the ability to build trust at all levels of the organization
• High level of discretion, integrity, and professionalism when handling confidential information
• Strong judgment and practical problem-solving skills
• Ability to handle difficult employee relations situations professionally and objectively
• Highly organized and detail-oriented with the ability to manage multiple priorities
• Comfortable operating in a fast-paced manufacturing environment
• Ability to coach and influence supervisors and leaders while maintaining an objective HR perspective
• Proficient with Microsoft Excel, Word, PowerPoint, AI tools, and other business technology
• Comfortable learning and utilizing HRIS, recruiting, and workforce management systems

Benefits

• Competitive salary of $90,000 - $120,000 per year

• Comprehensive health benefits

• Dental and vision insurance

• 401(k) with company match

• Paid time off and paid holidays

• Opportunity to play a key role in strengthening HR practices within a growing aerospace manufacturing organization

• Collaborative, hands-on environment where safety, quality, accountability, and people matter