Human Resources Manager

The Human Resources Manager serves as a strategic business partner and trusted advisor to leaders across one or more sites, business units, or operational functions. This role supports employee populations of varying size and complexity, including environments with elevated regulatory, operational, employee relations or organizational challenges. The HR Manager provides expertise in employee relations, performance management, workforce planning, organizational effectiveness, talent strategy and compliance while aligning people initiatives with business objectives. The HR Manager exercises substantial independent judgment in resolving complex workforce issues and serves as the primary HR resource for organizational challenges, workforce planning, employee relations matters and business initiatives. Partnering closely with business leaders and Corporate Centers of Excellence (COEs), including Talent Acquisition, Compensation, Benefits, Payroll, Safety and Learning & Development, this role develops and executes workforce strategies that support organizational growth, strengthen talent pipelines, enhance employee engagement and drive business results. This is an onsite position based in Indianapolis, IN. Key Responsibilities Partner with site leaders, managers and cross‑functional teams to address complex employee relations matters, workforce challenges and organizational issues while driving HR initiatives that support business objectives. Build strong relationships across all leadership levels, providing coaching and guidance on employee relations, performance management, promotions, development planning and organizational effectiveness. Lead workforce planning activities in partnership with Finance and Operations, including headcount forecasting, Annual Operating Plan (AOP) labor planning, staffing strategies and workforce risk identification. Partner with leadership, Finance and Total Rewards to support annual compensation activities, including merit planning, promotional increases, market adjustments, pay equity considerations and compensation recommendations. Manage employee relations matters, including investigations, performance issues, terminations, position eliminations and employee separations, ensuring fair, consistent and legally compliant outcomes. Manage and lead strategic HR projects and employee relations initiatives, including workplace investigations, compliance programs, policy development, process improvements, performance management, employee engagement, workforce planning, HRIS implementations, training initiatives and organizational change management efforts. Ensure compliance with employment laws, company policies, regulatory requirements and HR processes by conducting audits, maintaining appropriate documentation and proactively mitigating organizational risk. Partner with Talent Acquisition and business leaders to support recruitment, staffing strategies, interviewing activities, onboarding and workforce planning efforts. Oversee onboarding processes, ensuring completion of required documentation, employment verification, orientation and mandatory training in accordance with company policies and regulatory requirements. Administer employee accommodation and leave programs, including ADA, FMLA and other protected leave processes, partnering with employees, leaders, benefits and other stakeholders to ensure compliance and effective case management. Conduct stay interviews, exit interviews and employee engagement initiatives to support retention efforts, strengthen workplace culture and enhance the employee experience. Lead site employee engagement and culture initiatives, utilizing employee feedback, workforce data and business priorities to develop action plans that enhance retention, engagement, communication and overall employee experience. Support site safety initiatives and assist with workers’ compensation administration in partnership with operations, safety and benefits teams. Manage the creation, review and maintenance of job descriptions to ensure alignment with organizational structure, job responsibilities and compensation frameworks. Analyze and report workforce metrics, trends and organizational data to support leadership decision‑making, workforce planning and business objectives. Collaborate with leadership to design, deploy and manage key talent processes such as performance management, succession planning and workforce development. Ensure effective utilization and data integrity of HR systems while supporting employee inquiries, reporting needs and process improvements. Lead or participate in cross‑functional HR projects, organizational changes, restructuring efforts, performance calibration activities, budgeting cycles and other strategic business initiatives. Provide leadership, direction and development support to assigned HR team members while coordinating HR coverage and support across multiple sites as business needs require. Manage and lead special projects as assigned by HR leadership, including conducting and overseeing sensitive, complex workplace investigations across the organization. May supervise direct reports as determined by business needs. Exercise substantial independent judgement. Perform other duties as assigned. Minimum Requirements Bachelor’s degree in Human Resources, Business Administration or a related field. 5 years of progressive HR experience, including at least 2+ years in an HRBP or equivalent advisory role supporting mid‑ to senior‑level leaders. Solid knowledge of federal and state employment laws, HR compliance and regulatory requirements, including FMLA, ADA, EEO and FLSA. Strong business acumen and proven ability to consult with senior leadership on people strategy, change management and organizational planning. Demonstrated expertise in employee relations, performance management, leadership coaching and conflict resolution. Experience using HR analytics and workforce data to influence decision‑making. Proven ability to operate in a matrixed or multi‑site environment with competing priorities. Proficiency in HRIS platforms (e.g., Workday, SuccessFactors, UKG) and Microsoft Office Suite. Preferences Advanced HR certification (e.g., SHRM‑SCP, SPHR) strongly preferred. Prior experience managing a team of direct reports. Experience leading or supporting organizational change, restructuring or M&A integration activities. Background in fast‑paced industries such as manufacturing, logistics, tech or healthcare. Working Conditions & Physical Requirements Extended computer and display screen equipment usage. Ability to push, pull, lift 5 pounds unassisted. Stand or walk for extended periods of time. Fine manipulation including handling touch objects or tools and ability to handle controls to perform work. Ability to read and interpret materials, verbally communicate and hear required. Other – please describe. Critical Success Factors Customer Focus – identifies, prioritizes and anticipates customer needs and delivers relevant value‑add solutions to meet and exceed them. Results Driven – internal drive toward action to efficiently, timely and accurately achieve results. Sets high but achievable standards for self and others. Seeks opportunities to improve process and outcomes. Constantly reviews performance to identify areas to develop. Efficient – takes responsibility for own time and effectiveness. Identifies what needs to be done and does it before being asked or before the situation requires it. Able to work out things without having to be shown too often. Seeks opportunities to contribute appropriately without direction. Communication – able to communicate information and ideas clearly and articulately both in oral and written form. Uses appropriate language, style and methods depending on audience and the purpose of communication. Able to convey complex information clearly. Anticipates the information that others will need. Expresses ideas effectively. Practices attentive and active listening. Collaboration – actively supports and contributes to the success of the team. Actively encourages and practices collaboration and cooperation on the team. Shares information and supports other team members. Relationship Builder – develops, maintains and strengthens strong partnerships with others internally and externally, cross‑functionally, in person and remotely. Critical Thinking and Problem Solving – able to identify and separate out the key components of problems and situations. Able to manipulate and interpret information from a range of sources to spot patterns and trends in information and to deduce cause and effect from this. Can generate a range of creative solutions, evaluate and choose the most appropriate option. Improvement Driven – inspires and generates new solutions and approaches to issues and challenges to maximize efficiency and effectiveness through everyday practice of root cause analysis and critical thinking problem solving. Continually works to refine skills and abilities. Builds on ideas of others to come up with new ways to address issues or problems. Generates creative new solutions and approaches to issues and processes. Organization and time Management – plans and prioritizes work, manages time appropriately to meet deadlines, follows up with others to ensure one’s own work and commitments are completed on time, deals with pressure and deadlines through good planning. Compensation & Benefits The pay range estimated for this position is $92,000 – $125,000 annually. Please note that rates/salaries vary within the range based on factors including, but not limited to, prior relevant experience, skills, education, certification, location as well as internal equity and market data. *This position could be offered at different levels for candidates who qualify with a combination of advanced levels of education and/or years of experience. The salary range will adjust along with the level of the role to match the person’s relevant experience and/or education level. Benefits include health and dental coverage, short‑ and long‑term disability, paid time off, paid parental leave, 401K and more. Equal Opportunity Employer Statement Inotiv is an Equal Opportunity Employer. It is our policy to provide a fair and equal employment opportunity to all persons, regardless of age, race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, genetic information, disability, national origin, veteran status or any other basis prohibited by law. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination and access to benefits and training. #J-18808-Ljbffr