HR Manager

THE ROLE The HR Manager is responsible for leading all HR functions within a high-volume manufacturing environment, including recruitment, onboarding employee relations, performance management, compensation strategy/planning, benefits administration, safety compliance, and workforce development. This role partners closely with company leadership to support staffing needs, strengthen culture, and ensure HR practices align with operational goals. Key Responsibilities 1. HR Strategy & Culture Lead full-cycle hiring for production, skilled trades, sales, administrative, and leadership roles. Develop recruiting strategies to address high-volume or seasonal staffing needs. Build relationships with technical schools, staffing agencies, and local workforce organizations. Lead new-hire onboarding and plant specific orientation to ensure smooth integration into the operation. 2. Workforce Planning & Recruitment Serve as the primary HR contact for employees and supervisors. Address employee concerns, mediate workplace issues, and support fair, consistent corrective actions. Partner with operations managers to maintain positive employee engagement and morale. 3. Employee Relations & Labor Management Coordinate and track training programs including OSHA/safety training, cross-training, and leadership development. Track certifications, licenses, and skills matrices for employees. Implement retention and recognition programs to reduce turnover in high-demand roles. 4. Compliance & Safety Support Ensure compliance with federal, state, and local labor laws. Maintain accurate employment records and ensure HRIS data integrity. Collaborate with EHS (Environmental Health & Safety) teams to support safety programs and incident investigations. Assist in maintaining compliance with OSHA, workers’ compensation, and other manufacturing regulations. 5. Compensation, Payroll & Benefits Support Lead performance review cycles and coach managers on performance documentation. Support corrective action processes and improvement plans. Identify skill gaps and implement training initiatives to support operational efficiency. 6. Training Development & Retention Assist employees with benefits enrollment, leaves of absence, and workers’ compensation claims. Process accurate payroll runs. Partner with finance to resolve payroll related issues. 7. Performance Management Partner with leadership to ensure compliance with company policies, statutory requirements, emerging rules/regulations, and other people care matters. Develop HR policy and programming to support the financial and production goals for the company. Analyze HR metrics (turnover, attendance, hiring speed, safety trends) and recommend improvements. Promote a culture of safety, teamwork, and continuous improvement. Qualifications Preferred Bachelor’s degree in Human Resources, Business Administration, or a related field (HR certification preferred) or equivalent years of experience. 3+ years of progressive HR experience, including employee relations and recruitment. Strong knowledge of labor laws and safety-related regulations. Experience with high-volume hourly workforce management. Excellent communication, conflict-resolution, and coaching skills. Proficiency with HRIS and time-tracking systems. Experience with ADP Workforce – Now, Paylocity, or similar systems is preferred but not required. UCS, Inc Offers UCS INC offers competitive compensation & benefits packages. UCS INC is an equal employment opportunity employer and does not tolerate discrimination, harassment, and/or retaliation based on individuals’ physical traits, beliefs, and/or other characteristics that are protected under applicable laws. UCS INC does not accept unsolicited resumes from headhunters, recruitment agencies, or fee-based recruitment services. #J-18808-Ljbffr