HR Manager/Talent Acquisition

This is a stand-alone HR leadership role responsible for building a high-performing workforce while providing hands-on support across all areas of human resources. The position combines strategic talent development with day-to-day HR leadership in a manufacturing and technical environment. The successful candidate will attract and develop talent, strengthen leadership capabilities, create career growth opportunities, and ensure a positive employee experience from hire to retire. This individual will serve as a trusted advisor to leadership while remaining closely connected to employees throughout the organization. We are seeking a builder who enjoys creating and improving programs, processes, and people practices that support business growth and long-term success. Key Responsibilities Talent Acquisition & Workforce Planning Lead full-cycle recruiting across technical, professional, and operational positions Develop talent pipelines through college partnerships, internship programs, industry networks, and other sourcing channels Partner with hiring leaders to define role requirements, selection processes, and hiring decisions Oversee onboarding programs that create a strong and consistent employee experience Support workforce planning initiatives to address future talent needs Learning, Development & Succession Design career progression frameworks and advancement opportunities across key functions Create development programs that support employees at all levels of the organization Develop and deliver leadership and supervisor training Lead performance management, goal-setting, and talent review processes Support succession planning and internal talent mobility initiatives Organizational Effectiveness Advise leaders on organizational structure, role design, and team effectiveness Monitor engagement, retention, and workforce trends and recommend improvement strategies Support culture-building initiatives that strengthen employee commitment and business performance Partner with leadership to drive organizational change and continuous improvement efforts Employee Relations & HR Operations Serve as the primary HR resource for employees and managers Provide guidance on employee relations matters and resolve workplace concerns in a fair and consistent mannerMaintain HR policies, procedures, job descriptions, and employee documentation Manage onboarding, transfers, promotions, and offboarding activities Promote clear communication and a positive employee experience across a diverse workforce Compliance, Compensation & Benefits Ensure compliance with federal, state, and local employment laws and regulations Maintain accurate HR records and personnel files Partner with internal stakeholders and external providers regarding payroll, benefits, retirement plans, and related programs Support compensation reviews, market benchmarking, and pay administration Assist with benefits communications and employee education efforts Qualifications Required Bachelor's degree in Human Resources, Business, or a related field, or equivalent combination of education and experience Seven or more years of progressive HR experience, including experience leading an HR function Experience supporting manufacturing, industrial, engineering, or other technical work environments Demonstrated success recruiting technical and professional talent Experience building talent development, leadership development, or career progression programs Strong employee relations experience supporting both hourly and salaried employees Working knowledge of employment law and HR compliance requirements Strong communication, coaching, and relationship-building skills Preferred SHRM-CP, SHRM-SCP, PHR, or SPHR certification Experience with campus recruiting, internships, or emerging talent programs Experience implementing or improving HR technology and AI-enabled workflows Experience supporting multilingual or culturally diverse workforces Background in a privately held, family-owned, or entrepreneurial business environment What Success Looks Like First 90 Days Establish credibility and relationships across the organization Gain a strong understanding of workforce needs, operations, and existing HR processes Ensure recruiting, onboarding, and employee support activities operate effectively Within 6 Months Implement a sustainable talent pipeline strategy Launch priority development initiatives and career path frameworks Identify opportunities to improve employee experience, leadership capability, and HR processes Within 12 Months Establish leadership development and succession planning programs Create clear career progression opportunities for key employee groups Improve visibility into workforce metrics, engagement, and retention trends Deliver measurable improvements in talent attraction, employee development, and organizational effectiveness #J-18808-Ljbffr HumCap