Human Resources Manager

Since 1890, Pfeiffer Vacuum has been shaping the vacuum industry with groundbreaking innovations. Every day, over 4,000 employees at 10 production sites and more than twenty sales and service companies worldwide give everything for our customers. With our comprehensive portfolio, we offer solutions for all types of vacuum applications. We are not only driven by highest quality standards, but it is also our vision to be the most sustainable and fastest growing market player in our industry to drive technology for a sustainable future.

Apply now and make our success story yours too!

SUMMARY

The Site HR Manager is a hands-on, front-line role delivering the full employee lifecycle of HR support at the site, from onboarding through offboarding. This position serves as the primary point of contact for employees on day-to-day HR matters, including new hire orientation, benefits questions, leave of absence guidance, employee relations, and performance management. The Site HR Manager interprets and applies company policy, staying current on state and federal employment law to ensure compliant practices at the site. The Site HR Manager works cross-functionally as part of an integrated HR team, collaborating closely with Talent Management, Learning and Development, and HR Operations to ensure a seamless employee experience from hire to exit.

ESSENTIAL DUTIES AND RESPONSIBILITIES

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Supervisory Responsibilities

None.

Onboarding and New Hire Experience

1. Design and deliver a first-class new hire orientation and onboarding experience, creating a welcoming, well-organized, and memorable first day and first week for every new employee at the site.
2. Own the onboarding experience beginning on the new hire's first day, partnering with Talent Management on a seamless day-one handoff and confirming all new hire paperwork, compliance documentation, and site-specific requirements are complete.
3. Serve as the new hire's dedicated point of contact throughout onboarding, proactively anticipating questions and connecting them with the people, resources, and information they need to feel confident and supported from day one.
4. Guide new hires through ADP log-in setup and initial benefit elections, ensuring enrollment deadlines and requirements are clearly understood.
5. Conduct 30-, 60-, and 90-day new hire check-ins to reinforce a strong start, gather feedback, and proactively address questions or concerns as the employee settles into their role.
6. Coordinate travel arrangements for onboarding and initial training for select positions, such as Regional Sales Managers and Business Development Managers, ensuring a well-prepared, professional start.

Benefits and Leave Support

1. Serve as the front-line resource for employee benefits questions, helping employees understand plan options, enrollment, and eligibility, and escalating complex issues to HR Operations as needed.
2. Advise employees and managers on leave of absence processes, including FMLA, state leave programs, and company leave policies, ensuring compliant and compassionate administration.
3. Guide employees through life events (marriage, birth/adoption, relocation, etc.) as they relate to benefits and leave.

Employee Relations and Performance Management

1. Serve as a trusted, front-line resource for employees and managers on workplace concerns, conflicts, and questions, conducting timely and thorough investigations as needed.
2. Coach and guide managers through the performance management process, including goal setting, performance improvement plans, coaching conversations, and disciplinary action.
3. Partner with Learning and Development on employee development efforts that support performance management, recognizing that the Performance Growth Track (PGT) process is owned and facilitated by Learning and Development.
4. Interpret and apply company policy consistently, ensuring fairness and compliance while balancing business needs with employee advocacy.
5. Maintain current knowledge of state and federal employment law and proactively flag changes that may affect site policy or practice.

Succession Planning and Workforce Support

1. Partner with site leadership on succession planning discussions, helping identify key roles, potential successors, and development needs.
2. Support talent review and calibration discussions in partnership with Talent Management and Learning and Development.
3. Provide day-to-day, onsite front-line HR support to assigned employee groups, acting as a visible, approachable presence throughout the site.

Offboarding and Exit

1. Conduct exit interviews, capturing themes and trends and sharing insights with site leadership and the Executive HR Director.
2. Manage the offboarding process end-to-end, ensuring a respectful, compliant, and well-coordinated employee exit.

HR Systems and Data

1. Perform ADP data entry related to employee lifecycle transactions (new hires, changes, terminations, leaves) accurately and on time.
2. Enter and maintain SuccessFactors position updates, ensuring organizational data stays current and accurate.
3. Partner with HR Operations to troubleshoot data discrepancies and ensure downstream systems reflect accurate employee information.
4. Partner with Purchasing to process and reconcile HR-related invoices for the site.

Cross-Functional Collaboration

1. Collaborate with Talent Management to ensure a seamless day-one handoff into onboarding and a consistent experience throughout the employee lifecycle.
2. Partner with Learning and Development to identify site-level training needs and support rollout of learning programs.
3. Work closely with HR Operations on data integrity, process consistency, and resolution of employee transactions.
4. Represent the site's voice in broader HR initiatives, bringing front-line insight into policy design and program rollout.
5. Perform other duties as assigned.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This is a hands-on, highly visible role requiring regular onsite front-line presence as well as time in an office setting. Tasks require walking, standing, sitting, bending, reaching, mobility, and occasional lifting. Work requires computer skills (word processing, spreadsheets, presentations, and data entry in systems such as ADP and SuccessFactors), attention to detail, and accuracy. Strong communication skills, including listening and speaking, are required for frequent interaction with employees at all levels, managers, and site leadership.

POSITION REQUIREMENTS

Company Values

Pfeiffer Vacuum believes that we are all suppliers and customers of someone in our organization. Our employees must be able to demonstrate this customer-centric belief, which means that you are value-adding, reliable, performance-driven, innovative, service-minded, and agile, in all of their business activities. We expect that our company values of open mindedness, trust, communication, thinking strategically/being creative, being courageous, accountable and humble, ethical sensitivity/compliance, resilience/facing diversity, and fostering a culture of empowerment, engagement, and collaboration will drive the actions of our employees.

General Qualifications

Strong organizational, problem-solving, and interpersonal skills are required, along with sound judgment, discretion, and tact in all employee interactions. Demonstrated ability to build trust with front-line employees and managers alike, and to balance policy compliance with genuine employee advocacy. Working knowledge of employee benefits, leave administration, employee relations, and performance management is essential, along with a solid understanding of state and federal employment law. Experience with HRIS platforms such as ADP and SuccessFactors is required. Ability to work under tight and frequently changing deadlines in a dynamic environment is necessary.

Education and/or Experience

Typically requires a B.S./B.A. degree, or at least five years of related HR experience.

Language Skills

The ability to communicate in English verbally and in writing is essential. Reports, email correspondence, schedules, and documentation of employee relations matters and performance reviews are all typical requirements of this position and must be effectively and professionally communicated.

Reasoning Ability

Must be able to multi-task and operate in a fast-paced environment while maintaining a disciplined, empathetic approach to front-line employee support. The ability to interpret and apply policy consistently while understanding the practical realities of onsite front-line work is essential. Must be able to solve both practical and complex problems and exercise sound judgment in situations where only limited standardization exists.

Certificates, Licenses, Registrations

Valid driver's license and satisfactory driving record are required at the time of hire and periodically thereafter.

TOOLS AND/OR EQUIPMENT

This position uses a computer extensively, with demonstrated ability in Microsoft products as well as HRIS systems such as ADP and SuccessFactors, and other common office equipment.

WORK ENVIRONMENT

This is a hands-on, site-based role. The Site HR Manager will spend significant time providing onsite front-line support, engaging directly with employees throughout the site, in addition to working in an office environment.

Pfeiffer Vacuum is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, gender identity, sexual orientation, age, status as a protected veteran, among other things, or status as a qualified individual with disability.

Targeted Compensation: The targeted compensation range for this position is $115,000-$125,000 annually, depending on the selected candidate's qualifications, skills, and relevant experience.

If you are an individual with disabilities who needs accommodation or you are having difficulty using our website to apply for employment, please contact Jill Guilmain at View phone number on click.appcast.io.

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