Human Resources Director

Job DetailsJob Location: 800 East Walnut Street - North Wales, PA 19454Position Type: Full TimeSalary Range: $100,000.00 - $150,000.00 Salary/yearJob Shift: Day Gwynedd Manufacturing, a growing defense contractor located in North Wales, PA, is a state-of-the‑art manufacturing facility dedicated to producing quality products for the U.S. Department of Defense and various U.S. Federal Law Enforcement Agencies. As an innovative company offering a wide array of products, we strive to continuously develop new technology and drive process improvement. Position Summary The Human Resources Manager is a strategic and hands‑on leader responsible for overseeing all HR functions, ensuring compliance, and aligning people initiatives with business objectives. This role will serve as a key partner to leadership, driving talent acquisition, employee engagement, performance management, and organizational development in a fast‑paced manufacturing environment. Key Responsibilities Partner with senior leadership and department leaders to develop and execute HR strategies that support business growth, workforce planning, organizational effectiveness, employee retention, and operational goals. Lead full‑cycle recruiting efforts, including workforce forecasting, staffing plans, sourcing strategies, employer branding, candidate selection, and onboarding. Design, implement, and maintain HR policies, programs, procedures, and initiatives that support employee performance, engagement, consistency, and compliance. Serve as a strategic HR advisor to managers and leaders, providing guidance on employee relations, performance management, organizational changes, staffing, and people‑related business decisions. Oversee complex employee relations matters, including workplace investigations, conflict resolution, performance concerns, corrective action, disciplinary actions, and terminations, while ensuring appropriate documentation and consistency. Manage and enhance performance management and talent development processes, including performance reviews, coaching, Performance Improvement Plans, career development, succession planning, and employee growth opportunities. Develop and maintain compensation structures and career progression frameworks, including job leveling, pay ranges, market analysis, internal equity reviews, promotional increases, and compensation recommendations. Administer compensation, benefits, leave, and other employee programs, ensuring competitiveness, accuracy, compliance, and effective communication to employees. Analyze HR metrics and workforce trends, including headcount, turnover, hiring activity, retention, attendance, compensation, and engagement, to identify trends and support data‑driven decision‑making. Oversee HRIS, ATS, payroll‑related processes, and HR reporting systems, ensuring data integrity, accurate reporting, process efficiency, and continuous improvement. Ensure compliance with federal, state, and local employment laws and regulations, with particular attention to the requirements of a regulated manufacturing and defense environment. Develop and deliver HR‑related training and support leadership development, manager coaching, employee development, and organizational effectiveness initiatives. Partner with Operations, Quality, Supply Chain, Engineering, and other functional leaders to address workforce challenges, improve employee performance and retention, and align HR practices with business and manufacturing needs. Support workplace safety and risk‑management initiatives in partnership with Safety, Operations, workers’ compensation partners, and other stakeholders. Lead employee engagement, culture, recognition, wellness, and communication initiatives that promote a positive, safety‑focused, and inclusive workplace aligned with company values. Manage HR‑related vendors and external partnerships, including benefits, workers’ compensation, HR technology, recruiting, employment counsel, and other HR service providers. Maintain accurate and confidential employee records and documentation, ensuring appropriate handling of sensitive employee, compensation, performance, and employment information. QualificationsRequired Skills & Competencies Strong business acumen with the ability to align HR strategy to operational goals Excellent communication, coaching, influencing, and interpersonal skills with the ability to work effectively with employees at all levels of the organization. Proven ability to manage complex employee relations matters, investigations, performance issues, and disciplinary actions with professionalism, discretion, and sound judgment. Strong analytical mindset with experience using HR data and workforce metrics to identify trends and drive business decisions. Demonstrated leadership and talent development capabilities, including the ability to coach and develop managers and employees. Strong knowledge of employment laws, HR best practices, and employee relations principles. Experience developing and implementing HR policies, programs, procedures, and organizational initiatives. Knowledge of compensation practices, job leveling, career development, and internal pay equity. Strong change management and organizational development skills. Ability to balance employee advocacy, business objectives, policy requirements, and organizational risk. Ability to operate effectively in a fast‑paced manufacturing environment with competing priorities and changing business needs. High level of organization, attention to detail, confidentiality, and ability to manage multiple priorities independently. Technical Skills Proficiency in Microsoft Office (Excel, Word, Outlook) Experience with HRIS and payroll systems (e.g., ADP, Paylocity, Paycom or similar) Experience with applicant tracking systems and recruiting platforms. Proficiency in HR reporting, workforce analytics, and data analysis. Experience creating and maintaining HR reports, dashboards, spreadsheets, and workforce metrics. Familiarity with applicant tracking systems and reporting tools Education & Experience Bachelor’s degree in Human Resources, Business Administration, or related field preferred 8–10+ years of progressive HR experience, including leadership responsibility Experience in manufacturing, defense, or a regulated environment strongly preferred HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus Physical and Work Environment Requirements: This position is based in a manufacturing environment and may require the following over extended periods of time up to a full 8‑hour work shift (excluding lunch and breaks): stand, walk, sit, squat or bend, kneel and rise, lift, carry, push, or pull materials and equipment weighing up to — and occasionally exceeding — 50 pounds, view a computer or other digital screen, work on a computer, workstation or comparable system, and make accurate entries in such systems. Manual dexterity and fine motor skills are required for detailed assembly and precision work. Work may take place in areas with varying temperatures or no climate control, varying noise levels, and production equipment in motion. Proper personal protective equipment (PPE) must be worn in designated areas at all times as required by company policy. Reasonable accommodations may be available to enable individuals with disabilities but are always subject to safety concerns for the employee and all team members. Employer may require a physical assessment of the candidate’s ability to perform these tasks as a condition of an offer letter. Any assessment will be performed by a third party vendor and will be reported on a pass/fail basis with no other medical information conveyed to employer. Equal Opportunity Employer: Gwynedd Manufacturing is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. Note: This job description reflects general duties and responsibilities and is not intended to be an exhaustive list. Management may modify or assign other responsibilities as needed. #J-18808-Ljbffr