Human Resources Manager

Job Location Arlington, TX (100% In‑Office). Supports locations in New Jersey, Michigan, and Texas. Requires periodic travel. Primary Function The Human Resources Manager provides strategic and hands‑on HR leadership for the USA Wood Door (Quickship) Business Unit, supporting multiple manufacturing sites. The role partners closely with the General Manager and leadership team to align people strategies with business objectives while managing day‑to‑day HR operations. Initially an individual contributor, the Manager will build and lead an HR team as the business grows. Key Accountabilities Strategic Partnership & Business Support (25%) Serve as a trusted HR business partner to the General Manager and leadership team. Align HR strategy with operational, commercial, and customer‑service objectives across a multi‑site manufacturing footprint. Provide counsel on workforce planning, organizational design, employee engagement, performance management, and change management. Support merger and acquisition activities, including integration planning, communication, and HR process alignment. Act as primary liaison between business‑unit leadership and corporate HR partners to ensure consistency and scalability of HR programs. Talent Acquisition & Workforce Planning (25%) Partner with plant and business leaders to forecast labor needs and develop proactive recruitment strategies. Partner with Talent Acquisition partners to support salaried hiring, ensuring effective candidate selection and seamless onboarding plans. Own and execute all hourly recruitment activities to meet production and service demands. Manage recruiting lifecycle activities including job postings, interviews, hiring decisions, onboarding, and orientation. Build relationships with local labor markets, staffing agencies, and community resources. Develop and implement retention strategies and conduct exit interviews to identify trends and improvement opportunities. Employee Relations, Compliance & Policy Management (20%) Serve as the primary point of contact for employee relations matters, investigations, and conflict resolution. Coach leaders on performance management, discipline, attendance, and consistent policy application. Ensure compliance with federal, state, and local employment laws across all supported locations. Develop, revise, and communicate HR policies and procedures for clarity and consistency. Maintain high ethical standards, discretion, and confidentiality while building trust with leaders and employees. Leadership Development & Organizational Effectiveness (15%) Coach and develop leaders to improve communication, engagement, accountability, and team effectiveness. Support organizational change initiatives and continuous improvement efforts. Train leaders on goal setting, performance feedback, and employee development. Reinforce company values and promote a motivated, inclusive, and high‑performance culture. HR Operations & Team Development (15%) Partner with HR Operations and Total Rewards teams to support benefits administration, leave management, payroll coordination, and HR systems processes. Ensure accurate data, timely reporting, and effective communication between local leadership and corporate HR partners. Support enterprise HR initiatives such as performance management cycles, engagement surveys, compliance training, and leadership development programs. Manage day‑to‑day HR operations including onboarding, employee inquiries, and policy guidance. Establish scalable HR processes and infrastructure to support business growth. Prepare to hire, develop, and lead HR direct reports as the organization evolves. Participate in special projects, cross‑functional, and cross‑business‑unit initiatives as needed. Qualifications Education and Certifications Bachelor’s degree in Human Resources, Business Administration, or a related field (required). Professional HR certification (PHR, SPHR, SHRM‑CP, or SHRM‑SCP) preferred. Technical Knowledge, Skills, or Experience Required Minimum of 5 years of progressive HR experience in a manufacturing environment. Experience supporting hourly and salaried employee populations. Experience working in manufacturing businesses. Strong employee relations, compliance, and recruitment experience. Proven ability to balance strategic partnership with hands‑on execution. Ability to operate effectively as an individual contributor while preparing to lead a team. Excellent communication, presentation, and interpersonal skills. Proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook) and HRIS platforms (currently Paycom). Preferred Experience supporting mergers, acquisitions, or business integrations. Multi‑site HR leadership experience across multiple states. Experience working within a matrixed HR organization partnering with corporate or shared‑services HR teams. Prior experience partnering closely with a General Manager or senior operational leaders. #J-18808-Ljbffr