HUMAN RESOURCES MANAGER

HR Manager

The HR Manager serves as the senior HR practitioner and operational leader for approximately 1,200 employees across two locations: the Kansas City corporate and primary manufacturing facility and the Sedalia, Missouri location. Reporting directly to the VP of Human Resources, this role owns the day-to-day execution and strategic delivery of human resources across the full employee lifecycle — with particular depth in employee relations, legal compliance, complex investigations, and workforce management.

This is a working manager role with five direct reports based in Kansas City: an Assistant HR Manager, an HR Generalist, an HR Coordinator, and two front desk/reception staff. The HR Manager is accountable for the development and performance of this team while simultaneously functioning as the primary subject matter expert on complex HR matters for managers, supervisors, and site leadership across both locations. The scope and complexity of this role demands a seasoned HR professional who can operate both strategically and in the details.

Primary responsibilities include:

• Employee relations and investigations
• Legal compliance and leave administration
• Leadership and team management
• Strategic HR partnership
• Workforce and HR operations

The HR Manager is expected to exercise independent judgment and make final decisions in the following areas without requiring escalation:

• Employee relations case management, investigation findings, and recommended corrective actions
• Leave of absence determinations, including FMLA eligibility, ADA accommodations, and return-to-work decisions
• Day-to-day HR policy interpretation and application
• Performance coaching recommendations to managers
• Workers' compensation coordination and return-to-work planning

The HR Manager is expected to consult with and escalate to the VP of Human Resources on matters involving: potential litigation or legal exposure, terminations, significant policy exceptions, or matters with cross-functional or multi-location implications.

Required qualifications include:

• Bachelor's degree in Human Resources, Business Administration, or a related field; or equivalent professional experience.
• Minimum 10 years of progressive HR experience, including at least 5 years in a manager or senior HR generalist role.
• Demonstrated experience managing complex employee relations matters and conducting formal workplace investigations.
• In-depth working knowledge of FMLA, ADA, Title VII, FLSA, and Missouri state employment law.
• Experience managing workers' compensation claims and coordinating with carriers and legal counsel.
• Prior experience supporting multi-site or high-headcount environments (manufacturing experience strongly preferred).
• Proven ability to manage and develop a team of HR professionals.
• Strong HRIS proficiency; ability to generate and interpret workforce data and reporting.
• Ability to travel approximately 10%, primarily consisting of day trips to the Sedalia, MO location (approx. 90 miles).

Preferred qualifications include:

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience in a combined corporate and manufacturing or industrial environment.
• Prior experience with legal correspondence, EEOC charge response, or employment litigation support.
• Familiarity with ADP or similar HRIS platforms.

The following competencies are essential to success in this role:

• Judgment & Decision-Making: Makes sound, well-reasoned decisions in complex and ambiguous situations; knows when to act independently and when to escalate.
• Legal & Regulatory Acumen: Navigates employment law with confidence; translates legal requirements into practical guidance for managers and employees.
• Investigation Rigor: Conducts thorough, objective, and legally defensible investigations; documents findings clearly and takes appropriate action.
• Team Leadership: Develops, motivates, and holds accountable a team of HR professionals; builds capability and delegates effectively.
• Confidentiality & Trust: Maintains the highest standards of discretion; is trusted by employees at all levels as fair, credible, and approachable.
• Multi-Site Effectiveness: Delivers consistent HR service and maintains strong relationships across geographically dispersed locations.

Custom Truck One Source is an Equal Opportunity Employer and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type 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.

Please note that we do not offer sponsorship for work authorization. Only candidates authorized to work in United States without the need for sponsorship will be considered for this position.