HR - Human Resources Manager I

Make a meaningful difference: At Thatcher Chemical facilities across the nation, our manufacturing teams create the essential chemistries, processes, and solutions that support clean water, safe environments, reliable infrastructure, and critical industries. From production and quality to logistics and distribution, your precision, dedication, and commitment to continuous improvement help transform raw materials and innovative science into real-world solutions. Your purpose-driven work plays a vital role in protecting public health, supporting communities, and shaping a safer, more sustainable future.

Manager HR Operations and Total Rewards

Human Resources

POSITION SNAPSHOT

Title: Human Resources Manager I- Operations and Total Rewards

Reports to: Chief Human Resources Officer

Scope: Companywide HR operations, total rewards, HRIS, and HR program coordination

Key partners: HRBPs, HR Coordinator, Finance, Compliance, IT, and external providers

Location: To be confirmed; travel requirements to be determined

ABOUT THATCHER CHEMICAL

Thatcher Chemical is a privately held chemical manufacturing and distribution company operating 14 facilities across multiple states. With approximately 500 employees, the company serves industrial, municipal, and commercial customers through an integrated network of production plants, laboratories, supply chain operations, and a company transportation fleet.

As the company grows and professionalizes its operations, it is building out a modern HR function to support its people at scale.

POSITION SUMMARY

The Manager, HR Operations and Total Rewards leads the companywide programs, systems, and processes that support an effective employee experience and a scalable HR function. This hands-on leader owns total rewards, benefits administration, HRIS governance, and core HR operations, while coordinating recruiting processes and employee development priorities.

Working closely with HR leadership, two business-facing HR Business Partners, and the HR reporting and analyst coordinator, this role strengthens consistent execution across business units and creates capacity for HRBPs to focus on leaders, employees, and business needs. The role combines program leadership with direct execution and management of external partners.

KEY RESPONSIBILITIES

Total Rewards and Benefits

• Manage ongoing compensation and benefits processes that support employee attraction, retention, consistent administration, and business affordability.
• Coordinate administration of retirement and incentive programs with Finance, providers, and external advisors; support approved program updates under the direction of HR leadership.
• Coordinate compensation benchmarking, salary structures, pay guidelines, and compensation review processes; provide recommendations to support consistent decisions.
• Oversee benefits administration, renewal planning, enrollment processes, vendor performance, and resolution of escalated employee issues.
• Develop clear employee communications and tools that explain rewards programs and support understanding of changes.

HR Operations and HRIS

• Own the HRIS roadmap and business requirements, including workflow design, system enhancements, testing, integrations, and vendor coordination.
• Establish HR data standards, access controls, and process ownership in partnership with IT, Finance, and relevant system owners.
• Standardize and document core HR processes, including employee changes, compensation updates, benefits transactions, and employee service requests.
• Partner with the HR coordinator on reporting, data quality, dashboards, and analysis that inform workforce and program decisions.
• Define service expectations, monitor recurring issues, and improve processes to reduce manual work and strengthen employee and manager support.

Recruiting and Workforce Support

• Own the companywide recruiting process, tools, vendor relationships, and metrics in partnership with HRBPs and hiring leaders.
• Establish consistent practices for requisition approval, candidate communication, interview coordination, offers, and handoff to onboarding.
• Use hiring demand and recruiting results to recommend sourcing approaches, external support, and process improvements; provide direct recruiting support for agreed priorities.

Learning and Development

• Support the development roadmap informed by business needs, employee feedback, and HRBP input.
• Prioritize manager capability, performance management, and career development; leverage internal expertise and external providers for delivery.
• Partner with Compliance to align development activities with onboarding and required training, and measure participation and effectiveness.

Cross Functional Leadership

• Manage assigned vendors, contracts, and budgets within delegated authority; escalate decisions and resource constraints to HR leadership.
• Partner with Finance on program costs and payroll interfaces. Partner with Accounting and Finance on Payroll functions; Partner with Compliance with onboarding and compliance training.
• Support HRBPs with consistent programs and tools while they retain business-facing employee relations, leader support, and local implementation responsibilities.

QUALIFICATIONS & EXPERIENCE

Required

• Bachelor’s degree in Human Resources, Business, or a related field, or an equivalent combination of education and relevant experience.
• 6-8 + years of progressive HR experience, including responsibility for HR operations, HR systems, and compensation or benefits administration.
• Demonstrated experience leading cross-functional programs, implementing process improvements, and managing external vendors or consulting partners.
• Working knowledge of compensation practices, benefits administration, and HRIS administration or implementation.
• Ability to analyze workforce and cost data, develop practical recommendations, and translate approved strategies into repeatable processes.
• Strong project management, communication, and relationship skills, including the ability to explain complex programs clearly to hourly employees and senior leaders.
• Sound judgment, discretion with sensitive employee information, and the ability to coordinate with legal counsel and specialist advisors as needed.

Preferred

• Experience in manufacturing, industrial, or another operational environment with hourly and salaried employees across multiple locations.
• Experience working in the Dayforce HRIS system, including administration, workflows, reporting, or system enhancements.
• Experience supporting compensation or benefits program updates and communicating changes to employees.
• Experience building HR processes in a growing organization with a small HR team.
• Relevant certification, such as SHRM-SCP, SPHR, Certified Compensation Professional, or Certified Employee Benefit Specialist.

WHAT SUCCESS LOOKS LIKE

• Accurate and timely compensation and benefits administration, effective vendor support, and clear employee communications.
• Reliable HR data, clearly defined HRIS ownership, and documented processes that improve service and reduce recurring administrative work.
• Consistent recruiting practices and visibility into hiring progress and process performance.
• A focused development plan that supports manager effectiveness and business priorities.
• Effective coordination with HRBPs, Finance, Compliance, and vendors, with measurable progress against agreed priorities.

Thatcher Chemical is an equal opportunity employer. All qualified applicants will receive consideration without regard to race, color, religion, sex, national origin, disability, veteran status, or any other protected characteristic.

It is the policy of this organization to provide equal employment opportunity to all qualified applicants for employment without regard to age 40 and over, color, disability, gender identity, genetic information, military or veteran status, national origin, race, religion, sex, sexual orientation or any other applicable status protected by state or local law. As an affirmative action employer under E.O. 11246, we invite all applicants to identify themselves on the following page.

AN EQUAL OPPORTUNITY EMPLOYER