Human Resources Manager

Essential duties are interpreted as being descriptive and not restrictive in nature. Other duties may be assigned.

1. Performs all work in a safe manner; promotes and fosters a safe work environment.
2. Drives employee engagement culture at the site level.
3. Maintains the work structure by updating job requirements and job descriptions for all positions.
4. Manages bi-weekly payroll processing.
5. HR metric reporting and participation in audits that include OpEx data reporting.
6. Develops or assists recruitment strategies and materials, selection instruments and techniques.
7. Works closely with all departments to conduct effective and efficient recruiting, and interviewing program. Advises and assists managers on candidate selection.
8. Conducts and analyzes exit interviews & stay interviews; recommends changes where deficiencies are identified.
9. Conducts all pre-employment processes, including, but not limited to, conditional job offers to applicants, administrative paperwork, reference/criminal checks and coordinating the drug testing and medical evaluation process, as needed.
10. Develops and/or supports an effective and efficient new hire onboarding process, which includes orientation, training programs and benefits review & enrollment.
11. Conducts job evaluations and analyses wage and salary data to make recommendations for a competitive compensation plan.
12. Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; schedules management conferences with employees; listens to and resolves employee concerns; counsels’ employees and supervisors.
13. Assists associates with any benefit related questions or issues.
14. Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducts investigations; maintains records; represents the organization at hearings.
15. Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
16. Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional organizations.
17. Will lead training initiatives for KINA with assistance from the KINA Training Coordinator. Works closely with all departments at the site to coordinate and/or conduct training. Seeks out internal training resources or recommends external vendors as appropriate.
18. Maintains all personnel records and Human Resources Information System records in an accurate, legal, and compliant manner. Runs/analyses reports from database.
19. Conducts thorough investigations in a timely manner and prepares a summary of the investigative findings.
20. May participate in conflict resolution between an employee and supervisor.
21. Keeps VP of Human Resources apprised of all significant communications, correspondence, projects, disputes, and other activities that he/she is aware of and/or working on.
22. Assists in the development and implementation of human resources policies and procedures.

Supervisory Duties : Carries out supervisory responsibilities in accordance with the Company's policies and applicable laws. Responsibilities include interviewing and hiring employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.


Key Traits for a successful manufacturing site HR Manager:

• Strong Interpersonal Skills: Manufacturing sites often have diverse teams with varying skill sets, backgrounds, and personalities. An effective HR Manager needs excellent interpersonal skills to relate to and communicate with employees at all levels, from production workers to senior management.
• Problem-Solving Abilities : Manufacturing environments can be complex and dynamic, with various operational challenges that impact the workforce. An HR Manager should be adept at identifying issues and finding practical solutions to maintain a product and harmonious work environment.
• Knowledge of Labor Laws and Regulations : The manufacturing industry is subject to various labor laws, safety regulations, and industry specific standards. An HR Manager must have a solid understanding of these regulations to ensure compliance and mitigate legal risks.
• Change Management Expertise: Manufacturing processes and technologies are constantly evolving. HR Managers need to be skilled in managing change, including introducing new processes, technologies, or organizational structures while minimizing resistance and disruption.
• Conflict Resolution Skills: Conflicts can arise in any workplace, but manufacturing environments can have additional stressors due to the nature of the work. An HR Manager should be skilled in mediating conflicts and finding solutions that balance the needs of the organization and the employees.
• Employee Development and Training: Roles often require specialized skills. HR Managers should be proactive in identifying training needs, designing development programs, and ensuring that employees have the necessary skills to perform their jobs effectively.
• Health and Safety Focus: Safety is paramount in manufacturing. HR Managers play a critical role in ensuring that employees are trained in safety protocols, are aware of potential hazards, and follow best practices to maintain a safe working environment.
• Team Player: HR Managers need to collaborate with various departments, from production and engineering to finance and operations. Being a team player and building strong cross-functional relationships is essential for success.
• Adaptability: Manufacturing environments can be fast-paced and subject to unexpected changes. An adaptable HR Manager can navigate through uncertainty, changing priorities, and unforeseen challenges while maintaining composure.
• Data-Driven Decision Making: In the modern manufacturing landscape, data plays a significant role in making informed decisions. HR Managers should be comfortable using data analytics to assess workforce trends, employee performance, and engagement levels.
• Communication Skills: Clear and effective communication is crucial for transmitting policies, procedures, and company goals to the workforce. HR Managers need to communicate complex information in a way that resonates with employees at all levels.
• Ethical Conduct: HR Managers hold sensitive information and play a role in employee evaluation and discipline. Maintaining the highest standards of ethics and confidentiality is essential to build trust within the organization.

Education and/or Experience: Bachelors’ degree from an accredited university in Human Resource Management, Business Administration, or equivalent, plus three (3) to five (5) years related human resources experience. 1-3 years of HR experience in a manufacturing environment is preferred. Certification as a Professional in Human Resources (PHR) or SHRM-CP is preferred.

Must have:

• Proficiency with computer applications, including Word, Excel, PowerPoint, Outlook, HRIS.
• Strong communication skills, active listener with interpersonal skills, the ability to proactively anticipate needs, problem solve and work with people at multiple organizational levels both internal and external.
• Ability to work a flexible schedule to accommodate multi-shift interaction.

Must be able to:

• Work in a team-based environment.
• Set and manage multiple priorities.
• Follow directions and get along well with others.
• Travel 25% of the time.

Language Skills: Ability to read and interpret documents such as operating instructions, and procedure manuals. Ability to write routine reports and correspondence. Must be able to communicate orally and written in English. Bi-lingual English/Spanish is preferred and necessary when supporting our Miami, FL site.

Mathematical Skills: Ability to calculate figures by using basic math skills (add, subtract, multiply and divide).


Reasoning Skills: Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.

Competencies - Manager of Others:

Aligning Performance for Success Focusing and managing individual performance by helping others set performance goals/objectives, and then tracking results and continually evaluating performance effectiveness. Aligning Performance for Success supports our business drivers of Building a High-Performance Culture and Increasing Global Focus.
Building Influential Partnerships
Leveraging relationships with internal and external partners to persuade key stakeholders to take action that will address customers’ needs and advance business objectives. Building Influential Partnership supports our business driver of Executing a Competitive Strategy.
Customer Focus
Ensuring that the internal or external customer’s perspective is a driving force behind strategic priorities, business decisions, organizational processes, and individual activities; crafting and implementing service practices that meet customers’ and own organization’s needs; promoting and operationalizing customer service as a value. Customer Focus supports our business driver of Increasing Profitable Revenue Production.
Decision Making
Identifying and understanding challenges and opportunities by gathering, analyzing, and interpreting quantitative and qualitative information; choosing the best course of action by establishing clear decision criteria, generating, and evaluating alternatives, and making timely decisions; taking action that is consistent with facts and optimizes probable consequences. Decision Making supports our business driver of Driving Efficiency.
High-Impact Communication
Clearly and succinctly conveying information and ideas to individuals and groups in a variety of situations; communicating in a focused and compelling way that influences others’ thoughts and actions. High-Impact Communication supports our business drivers of Building a High-Performance Culture, Increasing Financial Performance, Increasing Global Focus, Executing a Competitive Strategy and Driving Efficiency.
Leading a Culture of Trust & Integrity
Fostering a work environment that encourages people to act with integrity and treat each other and their ideas with respect; creating and protecting a high-trust environment by setting an example, advocating for others in the face of challenges, removing barriers, and rewarding others for demonstrating behaviors that cultivate trust. Leading a Culture of Trust and Integrity supports our business driver of Building a High-Performance Culture.
Health & Safety
The ability to effectively oversee, implement, and promote health and safety practices within a designated area or team. Individuals with this competency are responsible for ensuring the well-being of employees by creating and maintaining a safe and secure work environment. This includes the application of relevant regulations, the development of preventive measures, and the fostering of a culture that prioritizes health and safety.

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Equal Opportunity Employer

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