Human Resources Manager

The Human Resources Manager serves as a strategic business partner and trusted advisor to leaders across one or more sites, business units, or operational functions. This role supports employee populations of varying size and complexity, including environments with elevated regulatory, operational, employee relations, or organizational challenges. The HR Manager provides expertise in employee relations, performance management, workforce planning, organizational effectiveness, talent strategy, and compliance while aligning people initiatives with business objectives. The HR Manager exercises substantial independent judgment in resolving complex workforce issues and serves as the primary HR resource for organizational challenges, workforce planning, employee relations matters, and business initiatives. Partnering closely with business leaders and Corporate Centers of Excellence (COEs), including Talent Acquisition, Compensation, Benefits, Payroll, Safety, and Learning & Development, this role develops and executes workforce strategies that support organizational growth, strengthen talent pipelines, enhance employee engagement, and drive business results. The HR Manager leads key people initiatives, ensures consistent application of HR programs and policies, and may provide leadership, coaching, and development support to HR team members. This role provides support to corporate employees located at the corporate office and to remote corporate employees across the organization. This is an onsite position based in Indianapolis, IN. Partnering closely with senior management, the HR Manager designs and executes proactive workforce strategies that anticipate business needs, support evolving talent pipelines, and enable organizational growth. Serving as a key liaison to the Corporate Centers of Excellence (COEs), including Talent Acquisition, Benefits, Payroll, Compensation, Safety, and Learning & Development. The HR Manager ensures consistent application of HR policies, programs, and best practices across the enterprise. Supporting a workforce of approximately 100 to 250 employees, this role is responsible for implementing HR initiatives that enhance the employee experience, strengthen engagement, and promote a high-performance culture. The HR Manager may also supervise site-level HR staff and contribute to the growth and development of junior HR professionals. This role will support employees located in Kalamazoo, MI, West Lafayette, IN, and St. Louis, MO. This is an onsite position and may be based in either West Lafayette, IN, or St. Louis, MO. Key Accountabilities Effectively partner and collaborate with a variety of stakeholders, including site leaders, frontline managers, and cross-functional teams, to address complex employee issues and drive HR initiatives. Builds strong partnerships across all leadership tiers to diagnose and resolve complex workforce and organizational challenges. Provides coaching, counseling, and guidance on employee relations, performance management, promotions, and development planning. Independently Conduct investigations and make recommendations on performance issues and terminations in partnership with the HR Director, ensuring a fair and consistent approach. Ensure consistent application and compliance with employment laws, internal policies, and industry regulations, partnering with leadership to mitigate risk and uphold company standards. Partner with the Talent Acquisition and leadership team to support recruitment efforts, staffing needs, and ensure a smooth and effective hiring process. Facilitate new hire onboarding, including orientation sessions and completion of HR-specific requirements such as I-9 verification and required corporate training. Conduct "stay" interviews and exit interviews to gather actionable feedback and support retention strategies in partnership with management. Organize site-level employee engagement activities and events to promote a positive and inclusive workplace culture. Act as the day-to-day administrator for the HRIS system, providing employee support, maintaining data integrity, and assisting with HR reporting and timecard needs. Assist with the preparation of HR metrics and reports to support leadership decisions and financial goals. Support site-level safety initiatives as needed, collaborating with operations and safety teams. Assist in managing workers' compensation claims as required. Help support and draft job descriptions to ensure job duties alignment. Participate in cross-functional HR projects and initiatives assigned by HR leadership to continuously improve processes and the overall employee experience. Oversee HR team members at assigned site(s), adjusting support based on site needs. Coach and mentor less experienced HR team members, sharing expertise and contributing to the growth of overall HR capability. Serve as a key HR point of contact during critical business cycles such as budgeting, performance calibration, or restructuring efforts. Other duties as assigned. Minimum Requirements Bachelor's degree in Human Resources, Business Administration, or a related field. 10 years of progressive HR experience, including at least 3+ years in an HRBP or equivalent advisory role supporting mid- to senior-level leaders. At least 2 years of experience as an HR Manager with supervisory responsibilities. Solid understanding of employment laws and HR compliance requirements (e.g., FMLA, ADA, EEO, FLSA). Strong business acumen and proven ability to consult with senior leadership on people strategy, change management, and organizational planning. Demonstrated expertise in employee relations, performance management, leadership coaching, and conflict resolution. Solid knowledge of employment laws and regulatory requirements at the state and federal level. Experience using HR analytics and workforce data to influence decision-making. Proven ability to operate in a matrixed or multi-site environment with competing priorities. Proficiency in HRIS platforms (e.g., Workday, SuccessFactors, UKG) and Microsoft Office Suite. Preferences Advanced HR certification (e.g., SHRM-SCP, SPHR) strongly preferred. Prior experience managing a team of direct reports. Experience leading or supporting organizational change, restructuring, or M&A integration activities. Background in fast-paced industries such as manufacturing, logistics, tech, or healthcare. Prior experience mentoring or managing junior HR team members. Working Conditions & Physical Requirements Extended computer and display screen equipment usage. Ability to push, pull, lift 5 pounds unassisted. Stand / walk for extended period of time. Fine manipulation including handle touch object or tools and ability to handled controls to perform work. Ability to read and interpret materials, verbally communicate, and hear required. Other. Please describe. Critical Success Factors Customer Focus. Identifies, prioritizes and anticipates customer needs and delivers relevant, value-add, solutions to meet and exceed them. Results Driven. Internal drive toward action to efficiently, timely, and accurately achieve results. Sets high but achievable standards for self and others. Seeks opportunities to improve process and outcomes. Constantly reviews performance to identify areas to develop. Efficient. Takes responsibility for own time and effectiveness. Identifies what needs to be done and does it before being asked or before the situation requires it. Able to work things out without having to be shown too often. Seeks opportunities to contribute appropriately without direction. Communication. Able to communicate information and ideas clearly and articulately both in oral and written form. Uses appropriate language, style and methods depending on audience and the purpose of communication. Able to convey complex information clearly. Anticipates the information that others will need. Expresses ideas effectively. Practices attentive and active listening. Collaboration. Actively supports and contributes to the success of the team. Actively encourages and practices collaboration and cooperation on the team. Shares information and supports other team members. Can get things done with and through others and set realistic objectives. Seeks opportunities to develop others. Relationship Builder. Develops, maintains, and strengthens strong partnerships with others internally and externally, cross functionally, in person and remotely. Critical Thinking and Problem Solving. Able to identify and separate out the key components of problems and situations. Able to manipulate and interpret information from a range of sources to spot patterns and trends in information and to deduce cause and effect from this. Can generate a range of creative solutions, evaluate, and choose the most appropriate option. Improvement Driven. Inspires and generates new solutions and approaches to issues and challenges to maximize efficiency and effectiveness through everyday practice of root cause analysis and critical thinking problem solving; Continually works to refine skills and abilities; Builds on ideas of others to come up with new ways to address issues or problems; Generates creative new solutions and approaches to issues and processes. Organization and time Management. Plans and prioritizes work, manages time appropriately to meet deadlines, follows up with others to ensure one's own work and commitments are completed on time, deals with pressure and deadlines through good planning. *This position could be offered at different levels for candidates who qualify with a combination of advanced levels of education and/or years of experience. The salary range will adjust along with the level of the role to match the person's relevant experience and/or education level. Salary will be commensurate with experience and responsibilities. Benefits include health and dental coverage, short- and long-term disability, paid time off, paid parental leave, 401K, and more! Inotiv is an Equal Opportunity Employer. It is our policy to provide a fair and equal employment opportunity to all persons, regardless of age, race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, genetic information, disability, national origin, veteran status, or any other basis prohibited by law. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination and access to benefits and training. #J-18808-Ljbffr