HR Manager

Human Resources ManagerThe HR Manager provides strategic and operational leadership for Human Resources and Safety across the Company. The role supports professional, technical, sales, finance, and multi-site contract packaging operations, including approximately 300 employees and 1,000 temporary workers across seven U.S. locations.The HR Manager is accountable for aligning people strategy with business objectives, ensuring workforce compliance and safety, strengthening engagement and retention, and building a scalable, high-performing HR function. This role leads and develops a team responsible for talent strategy and development, recruiting, onboarding, benefits administration, performance management, employee relations, engagement programming, safety oversight, and HR systems.Core Responsibilities1. Strategic Partnership & Workforce LeadershipPartner with executive leadership to align workforce strategy with business growth, operational demands, and customer requirementsLead workforce planning for professional, technical, hourly, and temporary populationsAnticipate talent gaps, succession risks, and organizational capability needsDevelop compensation and retention strategies aligned with market conditions and site-level workforce dynamicsEnsure scalable and effective performance management systems across leadership and staff2. Talent Acquisition, Onboarding & RetentionProvide direction and leadership to the recruiting team.Establish recruiting strategies, workforce targets, and conversion plansEnsure consistent and effective onboarding processes for employees and temporary workers across all sitesOversee retention strategies and workforce stability initiativesEnsure alignment and optimization between HR systems (ADP) and operational systems (including WMS onboarding coordination)3. Performance Management & Personnel AdministrationOversee performance evaluation systems, including leadership-level review frameworksProvide executive-level guidance and oversight on employee relations matters, complaints, claims, and investigationsEnsure consistent, fair and compliant handling of disciplinary actions and terminationsAdvise leadership on organizational design, reporting structures, and compensation alignment4. Benefits, Wellness & Occupational HealthOversee benefits strategy and administrationEnsure effective management of employee wellness programsOversee leave administration (FMLA, ADA, and related programs)Ensure occupational health processes, workers’ compensation, and return-to-work programs are effectively managed5. Safety Program LeadershipProvide oversight of the company-wide Safety programLead and hold the Safety Manager accountable for measurable safety outcomesEnsure compliance with OSHA and applicable safety regulationsSupport Sedex and related labor and safety auditsDrive continuous improvement in safety culture and performance6. Engagement & Culture LeadershipDefine and reinforce cultural expectations across the CompanyLead engagement and retention strategy across multi-site operationsOversee coordination of key engagement initiatives, including:Company Family DayAnnual Tenure Awards DinnerHoliday meal partnerships with staffing agencies at sitesEnsure consistent communication and execution of engagement programming across locationsIdentify trends related to burnout, disengagement, and development gaps and partner with leadership to address them7. HR Systems, Reporting & ComplianceOwn and optimize ADP HRIS functionality and reporting capabilitiesEnsure accurate and timely workforce reporting to senior leadership (turnover, hiring trends, compensation trends, labor cost, etc.)Maintain multi-state compliance with labor lawsOversee co-employment risk management with staffing agencies8. Leadership & Team DevelopmentLead, develop, and retain a high-performing HR team, including:Safety Manager (1)Recruiting team (2)HR Coordinator (1)Other - TBDEstablish clear accountability, priorities, and performance standards across HR program areasEnsure strong leadership presence and accessibility across sitesExecute executive and senior leadership-directed initiatives with discipline and follow-through9. Budget & Financial StewardshipDevelop and manage the annual HR departmental budget, including recruiting, benefits administration, engagement programming, safety initiatives, and professional servicesMonitor expenses to ensure alignment with approved budget and business objectivesObtain appropriate executive approval for unplanned or material expendituresMaintain accurate documentation and transparency for all departmental spendingEnsure responsible management and safeguarding of company financial resourcesPartner with Finance to provide periodic reporting on budget performance and forecasted expendituresKey Performance ExpectationsDemonstrate consistent executive partnership and responsivenessDeliver assigned initiatives on time and with qualityMaintain accurate and timely workforce reportingProactively identify workforce, compliance, and safety risksEnsure engagement initiatives are coordinated and aligned with company valuesDevelop internal HR capability and succession readinessMaintain credibility and trust with executive leadership and site teamsDemonstrate sound judgement and professionalism in all actions and communicationsDemonstrate sound fiscal responsibility by managing the HR budget within approved parameters, maintaining transparency in departmental spending, and ensuring appropriate oversight and safeguarding of company financial resources.