Human Resource Manager

**COMPANY & CULTURE**Crane (NYSE: CR) is a leading global provider of mission-critical, highly engineered products and solutions, with differentiated technology, respected brands, and leadership positions in the Process Flow Technologies and Aerospace & Electronics markets. Today, Crane has approximately 7,000 associates in the Americas, Europe, the Middle East, Asia, and Australia, with 2024 net sales of more than $2 billion. Crane Company celebrated our 170th anniversary this year.With strict adherence to the Crane Business System (CBS), Crane is a highly process focused organization. CBS has been, and will continue to be, a critical driver of Crane's consistent execution and long-term success, driving a performance-based culture with a strong focus on accountability and results. Through the years, Crane has excelled in serving its customers, employees, investors, and communities in which they operate by focusing on the following principles:* Unwavering commitment to ethics and integrity. The R.T. Crane Resolution written when the company was founded in 1855 is the core upon which our business has been built, *"I am resolved to conduct my business in the strictest honesty and fairness, to avoid all deception and trickery, to deal fairly with both customers and competitors, to be liberal and just towards employees and to put my whole mind on the business".** Focus on philanthropy. Giving back to the communities in which we operate has been a core part of the Company’s identity for over a century, deeply rooted in the values of our founder, R.T. Crane. We believe that success comes with a responsibility to support both employees and the broader community – not just through financial contributions, but also through active engagement and volunteerism.* Customer focus. Every day, Crane’s associates ensure that they are doing their utmost to solve their customer’s most critical process needs. With a high commitment to Quality and On-Time Delivery, we leverage our innovative solutions to solve their most pressing needs. Driving profitable growth, for our customers… our associates… our communities… and our shareholders.* A disciplined cadence of execution built on clear objectives and metrics, detailed action plans and a repeatable process to drive execution and profitable growth.* Emphasis on continuous improvement in all that we do. We believe there is always an opportunity to become better, and we continuously strive to improve in all facets of our business, eliminating waste, variation, and overburden.* Development of our people, who are process focused and thrive on executing strategy and profitable growth through a disciplined cadence of execution. Nothing that we accomplish can be achieved without our outstanding employees. They are an integral part of who we are, and we leverage our Intellectual Capital\* (IC) process to foster their growth and development.In June 2025, Crane announced our intent to acquire Precision Sensors & Instrumentation (“PSI”), a leading provider of sensor-based technologies for aerospace, nuclear and process industries, from Baker Hughes. The $1.1 billion acquisition will add roughly $400 million in sales and 1,700 associates to Crane. PSI includes the Panametrics, Druck, and Reuter-Stokes brands that manufacture instrumentation and sensor-based technologies to detect and analyze pressure, flow, gas, moisture, and radiation across various industries, serving customers in more than 90 countries. Crane is so excited for the planned welcome of these brands into our portfolio and the role they will play in continuing to drive profitable growth for the company.**OPPORTUNITY**This exciting **HR Manager** opportunity is part of the Reuter-Stokes business that will be integrated into our Crane Nuclear business. With its industry-leading radiation sensing and detection technologies, Reuter-Stokes enhances our offerings for nuclear plant operations and homeland security. Reuter-Stokes is headquartered in Twinsburg, Ohio, where this position is located. The Human Resource Manager will have primary responsibility for the day-to-day human resources tasks, including managing talent needs identification, recruiting, employee relations, compensation and benefits, performance management, training and development, compliance, and recognition. **RESPONSIBILITIES****Intellectual Capital*** Crane has a rigorously defined Intellectual Capital (IC) process and cadence. This top HR role will own the IC process for the site and hold managers accountable for *Strategy -> Structure -> People* approach to achieving culture and talent outcomes.* Crane’s Intellectual Capital (IC) process covers the entire associate development life cycle, including Talent Recruitment & Onboarding, Associate Development, Performance Management, Compensation Planning & Recognition, and Retirement. The IC Process is underpinned by a comprehensive Intellectual Capital Review which is conducted at multiple points during the year to ensure that associates are being developed for future roles and that the organization is achieving its talent goals. A core responsibility of the role is to lead and manage Twinsburg’s IC process to achieve business performance objectives and provide growth and development for our associates.The following highlight the components of IC and HR Manager responsibility:* **Recruiting, Selection and Onboarding** + Anticipate future trends and respond to the changing needs of a diversified workforce by creating and implementing innovative tactics to recruit top talent. This position provides hands-on recruiting support for open positions. + Master Crane’s processes within the HR team and provide on-going reinforcement of Crane’s interview process; accountable to ensure leadership understands and properly executes the process, resulting in sound hiring decisions. + Support Onboarding and Orientation activities for new hires.* **Compensation, Benefits and Recognition** + Ensure accurate market pricing of roles, working with the corporate Compensation team and appropriate external survey sources to ensure fairness. + Provide input to offers and salary assessments to ensure competitive and equitable offerings that align with company policies and market trends. + Lead the execution of incentive and bonus programs that drive individual and business performance. + Drive Health & Wellness plans suitable for location(s.) + Ensure meaningful recognition of our associates, whether it be for milestone anniversaries, retirements, or other Business Unit celebrations* **Performance Management & Development** + Oversee the training and completion of quality documentation and conversations for both mid-year and year-end performance assessments within the Business Unit. + Support and guide managers on performance management issues. + Implement and facilitate training and development programs tailored to the needs of the site in conjunction with standard offerings and training requirements for Crane. + Ensure appropriate actions are taken when individual performance levels are not achieved or sustained*.** **Intellectual Capital Reviews** + The HR Manager, with the VP/GM, will run the BU quarterly IC review cadence with their team. They will be responsible for ensuring that the cadence is followed and development plans are well thought out and implemented. + These wholistic reviews require preparation of information like: Turnover and Equality metrics, talent requirements, contingent workforce, campus recruiting, as well as critical salaried and hourly information regarding compensation and benefits to market and any other items the VP/GM and VP HR should be aware of. + The HR Manager is responsible to teach, coach and train the management team on the processes and provide continual reinforcement.**Associate Relations & Compliance*** Lead investigative work related to policy violations including, but not #J-18808-Ljbffr Crane Nuclear, Inc.