Human Resources Manager

The Human Resources Manager leads all HR functions for a manufacturing firm operating across multiple shifts with approximately 210 employees. This role serves as a strategic partner to leadership, overseeing recruitment, employee relations, performance management, payroll, benefits, compliance, training, workforce planning, and employee engagement. The position manages two direct reports and maintains a strong presence within operations to support a positive, productive, and compliant workplace. Key Responsibilities Talent Acquisition & Workforce Planning Lead full-cycle recruiting, onboarding, and retention initiatives. Partner with department leaders on workforce planning, forecasting, and succession planning. Maintain relationships with staffing agencies, schools, and recruitment partners. Employee Relations & Performance Management Foster a positive workplace culture focused on engagement, accountability, and retention. Address employee concerns, conduct investigations, and manage disciplinary processes. Coach managers on performance management, policy interpretation, and employee development. Administer performance review programs and merit-based reward systems. Payroll, Benefits & HR Systems Manage bi-weekly payroll processing, timekeeping accuracy, and payroll compliance. Administer employee benefits, leave programs, and compensation initiatives. Serve as administrator for the HRIS platform and maintain accurate employee records. Compliance & Risk Management Ensure compliance with federal, state, and local employment laws. Maintain HR policies, procedures, employee handbook, and required reporting. Oversee workers’ compensation, return-to-work programs, and employment-related audits. Training, Development & Engagement Identify training needs and coordinate employee and leadership development programs. Lead employee engagement, communication, and recognition initiatives. Support organizational change management and culture-building efforts. HR Analytics & Reporting Track and analyze HR metrics, including turnover, recruitment, absenteeism, and engagement. Provide data-driven recommendations to leadership to support business objectives and workforce planning. Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred. 5–8 years of progressive HR experience, preferably in a manufacturing environment. Prior leadership or supervisory experience preferred. SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. Strong knowledge of employment law, HR best practices, payroll, benefits, and compliance. Experience with HRIS platforms and Microsoft Office; Rippling and UKG experience preferred. Excellent communication, leadership, organizational, and problem-solving skills. Ability to manage confidential information and multiple priorities in a fast-paced environment. This position requires regular presence in both office and manufacturing environments. Appropriate PPE, including hearing protection and safety footwear, is required when working on the production floor. #J-18808-Ljbffr Bell & Associates, Inc.