HR Manager

At Alamo Group Municipal Mowing Solutions, we bring together four industry-leading brands—Alamo Industrial, Tiger, Terrain King, and Mantis—to deliver powerful, purpose-built vegetation management solutions trusted by municipalities, contractors, and public works professionals. Alamo Industrial has been a leader in right-of-way clearing, roadside mowing, and grounds maintenance equipment for over 50 years, offering durable boom, flail, and rotary mowers designed for long life and reliable performance. Tiger builds rugged roto and flail boom mowers, side and rear mowers, and specialty mowing systems that tackle the toughest roadside vegetation challenges with quality and dependability. Terrain King partners with Kubota engineering to craft high-performance tractor-mounted mowers and brush cutters that deliver precision and efficiency in roadside and right-of-way maintenance. Mantis delivers next-generation prime mover solutions with exceptional maneuverability and attachment flexibility—built in the USA to power through demanding mowing, cutting, and clearing tasks. Together, AGMMS equips crews with rugged, innovative machinery that keeps public spaces safe, scenic, and well-maintained—every season, every job. Benefits Along with many opportunities for career growth, Alamo Group provides competitive pay and a comprehensive benefits package that supports our employees\' health and wellness, educational endeavors, and financial security. Benefits include: Medical, Dental, and Vision Coverage on the 1st day of employment 401(k) Retirement Savings Program with Company Matching on the 1st day of employment Paid Time Off and Paid Holidays Employee Wellness and Assistance Programs Professional Learning and Development Resources provided by the Alamo Group Learning & Development Academy And much more! Alamo Group Municipal Mowing Solutions (AGMMS) is accepting applications to fill an HR Manager position at its manufacturing plant in Seguin, TX. Under general direction, the HR Manager manages, plans, develops, and implements various human resources programs, policies, and procedures for the manufacturing operations in compliance with corporate policies, procedures, and guidelines. The HR Manager serves as a business partner and advisor to the VP of Alamo Group\'s Municipal Mowing Group and the group\'s management team as well as an advocate for proactive and professional employee relations. While fostering employee engagement to assist in achieving the company\'s strategic goals, the HR Manager consistently represents Alamo Group Municipal Mowing Solutions in a positive and professional manner, while leading and implementing changes to attract, hire, motivate and retain employees. The HR Manager for AGMMS will provide HR support to employees at the Alamo Group (TX) plant in Seguin, TX as well as the Tiger Mowers facility located in Sioux Falls, SD. The HR Manager Will Ensure employee programs and procedures comply with Alamo Group, local, state, and federal requirements. Provide consultative support in the areas of human resources for consistent and appropriate application of company policies and procedures. Source and recruit candidates for vacant positions; manage selection process to include screening and interviewing applicants, coordinating interviews in collaboration with hiring supervisors/managers, conducting pre-employment background checks, and ensure appropriate steps and processes are in compliance with the company\’s affirmative action plan and OFCCP regulations. Collaborate with temporary recruiting agencies and search firms as needed. Demonstrate strong sense of urgency to effectively orient and onboard new hires; schedule and conduct orientation for new hires, along with follow-up meetings as employees become eligible for Alamo Group Inc. benefits. Oversee time/attendance programs and payroll processing to ensure compliance with Alamo Group procedures and local, state and federal rules and regulations. Administer benefit programs, including new hire eligibility and orientation, election and coverage change reporting, and annual open enrollment and wellness plan, activities, and meetings. Advise on performance management, coaching, conflict resolution, disciplinary action, and terminations to include strategies and tactics to promote proactive and productive employee relations. Develop and maintain relationships with high schools and universities, vocation and trade schools, technical institutes and HR organizations and professionals to facilitate human resources objectives such as recruitment and other professional and community activities. Analyze job functions and update/author job descriptions to accurately reflect current work; participate in local salary surveys and analyze market wage information to make recommendations and administer local pay plans. Ensure adherence to corporate pay plans as well as HR policies and procedures. Conduct internal investigations through observation, interviews, and collection of statements pertaining to potential violations of employment laws, policies, or procedures. Consult with corporate HR on resolution. Collaborate with managers in identifying and addressing training needs for the Company; facilitate, implement and/or coordinate training and development programs and activities for the management team, to include the corporate succession planning process. Oversee, monitor, and enter employee changes into the HRIS system (i.e., ADP HR/Payroll/Time & Attendance system). Maintain employee files, both physical and electronic; regularly update employee’s use of time-off benefits and consult with appropriate supervisory/management personnel on issues regarding attendance. Coordinate workers compensation and leave of absence policies, including but not limited to STD, LTD, Military, FMLA, etc. Perform other related duties as required and assigned, such as management development. The Ideal Candidate Will Have/be Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership techniques, and coordination of people and resources. Knowledge of principles and procedures for employee recruitment, selection, training, compensation and benefits, and labor relations. Knowledge of applicable laws, regulations, and agency rules pertaining to human resources management, employee relations, workers compensation, OSHA, AAP, OFCCP, U.S. immigration regulations and other human resources programs. Knowledge of U.S. labor laws associated with the NLRB and EEOC, with demonstrated ability to support a non-organized manufacturing work environment through positive employee relations practices. Knowledge of current Human Resources Information Systems (HRIS); experience with ADP Vantage, Workday, or other ADP systems preferred. Knowledge of principles and methods for training design, teaching, and instructing individuals and groups. Knowledge of human behavior and performance. Excellent interpersonal skills with the ability to communicate with diverse work groups at all levels of the organization. Able to plan, organize, and prioritize work while demonstrating flexibility to adapt to shifting priorities. Skilled and proficient with the use of personal computers; including MS Word, Excel, and PowerPoint. Ability to use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to a problem. Ability to identify complex problems and review related information to develop and evaluate/implement options and solutions. Ability to motivate, develop, and encourage people to perform at their highest potential with the ability to identify and place the best people in the right job. Excellent interpersonal skills with the ability to build and foster effective business relationships with employees, supervisors, vendors, and other departments within the organization. Ability to communicate effectively, both verbally and in writing, with the ability to formulate and deliver ideas and material in a clear and concise manner. Ability to work irregular and/or long hours including weekends and holidays as production, and or employee schedules dictate. Demonstrated ability to exhibit and model Alamo Group’s Core Leadership Competencies: Leading Change/Change Management: Ability to drive improvement of team, division, and corporate goals and objectives through people. Ability to balance change and continually strive to improve business performance. Leading People/Teamwork: The ability to design and implement strategies that maximize employees’ potential and foster high ethical standards in meeting the team, division, and corporate objectives. Communication: The ability to explain, advocate, and express facts and ideas in a convincing manner, and negotiate with individuals and groups, both internally and externally. The ability to develop internal and external networks and identify issues that impact the work of the organization. Business Acumen: Understands and interprets business financials and metrics and utilizes latest business strategies. Focuses on outcomes and creates opportunities for success. Acquires and utilizes human, financial, material, and information resources effectively. Results Driven/Process: The ability to make timely and effective decisions and produce results through planning and the implementation and the evaluation of business processes, metrics, systems, policies, and programs; stressing accountability and continuous improvement. Education And Experience Bachelor’s Degree in Human Resources, Business Administration, Management, or similar field is required. Active HR certification preferred (PHR, SHRM-CP, SPHR, or SHRM-SCP). A minimum of 10 years Human Resources experience managing an HR function or significant HR programs at the exempt level is required. 5 or more years managing an HR function for a location with 100 or more employees is preferred. 5 or more years supervisory experience required. Preference will be given to individuals with prior HR experience supporting a publicly traded company. Fluency in Spanish, both spoken and written, is highly desirable. Working Conditions Conditions will vary between a large manufacturing plant floor and office setting. Ability to work extended hours when necessary to mirror employee work shifts and to complete HR responsibilities or address employee issues. 15-20% travel by airplane and/or automobile to visit the Sioux Falls, SD manufacturing facility on a regular basis as well as attend Corporate HR and safety events or professional conferences and training. Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled #J-18808-Ljbffr Tiger Mowers