Human Resource Manager

All candidates must take a culture index at to be considered for the position. Join MRPC: Build What’s Next in Medical Technology Make an impact. Grow your career. Shape the future of healthcare. At MRPC, you’ll do more than manufacture products—you’ll help create technologies that improve and save lives around the world, maybe even someone you know. With more than 100 years of manufacturing expertise, MRPC is a growing leader in medical device manufacturing, supporting advanced technologies like robotic-assisted surgery and next-generation healthcare solutions. Here, you’ll have the opportunity to work with advanced technology, solve meaningful challenges, grow your skills, and turn great ideas into action. We’re investing in our people, technology, and facilities—and creating opportunities for talented individuals to grow with us. Join MRPC and build a career with purpose. POSITION SUMMARY: Serves as a strategic and hands‑on leader for the organization's human resources function, partnering with plants’ leadership to translate business priorities and execute workforce strategy across all company locations. Partners with sites’ leadership to build and sustain an employee‑oriented, high‑performance culture that emphasizes empowerment, quality, productivity, and the recruitment, development, and retention of top talent. Acts as a partner supporting a team of managers in all aspects of employee development, management, and retention. Ensures the Corporation maintains its compliance with all state and federal regulations. Serves as a trusted advisor to the sites’ leadership teams. Position reports to the Vice President of Human Resources. ESSENTIAL DUTIES & RESPONSIBILITIES This list of duties and responsibilities is not all inclusive and may be expanded as management determines necessary. Leads and oversees all human resource functions across all company locations, to include: Full-cycle recruiting, onboarding, and workforce planning to build a strong, sustainable talent pipeline. Partner with managers during the annual wage and performance review process enterprise‑wide, and advise management on compensation strategy and wage adjustments, as needed. Support and collaborate with leadership on corrective action and employee discipline processes, ensuring consistent, fair application of company policy across all locations. Serve as a trusted advisor to employees and managers on policy interpretation and workplace concerns, exercising sound judgment on sensitive matters. Coach and develop managers across the organization to strengthen their people‑leadership capabilities. Maintain employee benefit programs, including health and safety, wellness, group insurance, STD, LTD, 401(K) retirement program, and vacation plans. Partner with the outsourced 401(K) Plan Administrator to ensure ERISA compliance and facilitate the annual 401(k) audit. Serve as an active member and champion of plant safety teams and activity committee. Partner with sites’ leadership to drive employee appreciation, engagement and recognition strategies that strengthen the culture and improve retention. Own the contingent/temporary labor strategy in partnership with plant leadership to meet staffing needs. Ensure full compliance with local, state, and federal employment regulations and organizational policy, and own related government reporting requirements. Facilitate relationship with the Workers' Compensation Insurance carrier and manage all OSHA reporting and safety compliance requirements. Serve as Equal Employment Opportunity coordinator. Maintain the employee handbook, ensuring policies remain current, compliant, and aligned with best practice. Maintain job descriptions and partner with leadership on organizational design. Partner with all levels of management to drive HR process improvement, standardize practices across locations, and lead change management initiatives. Calculate and monitor HR metrics and analytics (turnover, time‑to‑fill, engagement, safety) to guide data‑driven workforce decisions and report trends to executive leadership. Perform other duties as assigned. Broad, strategic knowledge of human resources functions including employee relations, compensation, benefits, talent acquisition, and organizational development. Thorough command of employment law, including EEO guidelines, and established HR concepts, principles, and best practices. Demonstrated expertise across all regulatory and compliance requirements, including ERISA, EEOC, FMLA and related employment law. Elevated communication and influencing skills, with the ability to build credibility and partner effectively with leadership, all levels of the organization, and external organizations. Strong business acumen and sound judgment, with the ability to proactively identify workforce issues and develop solutions that support broader business objectives. Demonstrated ability to work effectively with all levels across the entire organization, all locations. Experience leading organizational changes, workforce planning, and HR process standardization across multiple locations. Ability to travel across company locations as needed, on limited basis. Proficiency in Microsoft Office (Excel, PowerPoint, Outlook, Word, etc.) and HRIS/HR analytics platforms. Excellent quantitative and analytical skills, with the ability to translate HR data into insights and recommendations for leadership. Education & Experience Requirements: Education: Bachelor’s degree in business, human resources or equivalent required; Master’s degree or SHRM‑SCP/SPHR certification preferred. Experience: Typically requires a minimum of 6 to 8 years of progressively responsible human resources experience, including experience leading the HR discipline over multiple domestic locations and directly managing HR staff. 401(k) 401(k) matching Employee assistance program Health insurance Health savings account Life insurance Paid time off Vision insurance MRPC is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive workplace for all employees. #J-18808-Ljbffr MRPC