HR Manager

Manages plant human resources activities related to employment, recruitment, onboarding, training, compensation administration, employee relations, labor relations, performance management, benefits administration, HRIS administration, personnel records, compliance, and other human resources programs and services for the facility. Partners with supervisors, team leads, and plant leadership to support workforce needs, promote employee engagement, ensure consistent application of company policies, and maintain compliance with federal, state, and local employment laws. Serves as site administrator for Human Resources Information Systems (HRIS), including ADP, and is responsible for maintaining employee data and processing employment‑related transactions throughout the employee lifecycle. Coordinates employee‑related payroll inputs and employment changes but does not process payroll. What You Will Do Manages implementation of and ongoing compliance with human resources policies and procedures to meet organizational needs and comply with local, state, and federal laws. Monitors employment laws and regulations to ensure ongoing compliance. Drafts and recommends approval of policies and procedures to address plant human resources needs that are not covered within the scope of company-wide policies, including but not limited to attendance, scheduling, overtime, job transfers, promotions, training, and other workforce-related matters. Consults with supervisors, team leads, and plant leadership regarding human resources issues, company policies, employee concerns, and applicable employment laws. Maintains positive and productive working relationships between employees and Leadership while ensuring consistent application of company policies and protection of company interests. Assists in providing effective employee communications and employee engagement initiatives. Advises supervisors and plant leadership on employee relations matters, including performance management, attendance, corrective action, investigations, conflict resolution, and employee discipline. Participates in or leads investigations related to employee complaints, policy violations, workplace concerns, and suspected misconduct. Coordinates staffing activities for hourly and salaried positions, including recruitment, candidate screening, interviewing, selection, hiring, onboarding, and orientation. Ensures hiring practices are conducted in accordance with company policies and applicable laws. Oversees employee lifecycle administration, including new hires, transfers, promotions, compensation changes, leave status changes, reporting structure changes, and terminations. Maintains and administers hourly employee compensation programs that are legally compliant, competitive, and aligned with company hiring and retention objectives. Administers and supports employee health and welfare benefits programs and retirement plans, including annual open enrollment activities and employee education. Serves as the plant administrator for Human Resources Information Systems (HRIS). Maintains employee records and employment data in HR systems, ensuring accuracy, confidentiality, and compliance with company policies and legal requirements. Processes and audits employment-related transactions, including hires, terminations, promotions, transfers, compensation changes, and organizational updates. Coordinates employee‑related payroll inputs and employment changes to support accurate payroll processing. Reviews employee data for accuracy and completeness but does not process payroll. Ensures personnel files, HR records, compensation records, benefit records, and employment documentation are maintained in an organized, secure, and legally compliant manner. Generates and analyzes HR reports and workforce metrics related to staffing, turnover, attendance, compensation, and employee relations. Identifies training needs and develops or coordinates programs that support employee development, job effectiveness, compliance requirements, and front‑line leadership capability. Provides coaching and guidance to supervisors and team leads regarding employee relations, communication, performance management, attendance management, and corrective action practices. Acts as a safety leader by performing work in a safety‑conscious manner and promoting safe work practices. Partners with plant leadership and the Health, Safety & Environmental (HSE) function to support employee‑related compliance initiatives and workplace safety programs. Performs other duties and special projects as assigned. What We're Looking For Bachelor's Degree in Human Resources, Business Administration, Management, or a related field preferred. Equivalent combinations of education and relevant Human Resources experience will be considered. PHR, SPHR, SHRM-CP, and/or SHRM-SCP certification preferred. Minimum of three (3) to five (5) years of Human Resources experience or an equivalent combination of education and experience. Working knowledge of federal, state, and local employment laws and regulations. Experience supporting supervisors and front‑line leadership in a manufacturing, industrial, or distribution environment preferred. Experience in employee relations, recruitment, onboarding, performance management, compensation administration, benefits administration, and employment law compliance. Experience processing employee lifecycle transactions including hires, terminations, transfers, promotions, compensation changes, leave administration, and organizational updates. Experience with Human Resources Information Systems (HRIS) required. Experience with ADP or comparable Human Capital Management (HCM) systems required. Proficiency with Microsoft Office applications and HR reporting tools. Experience maintaining employee records, generating reports, and ensuring HR data integrity. Directly supervises employees within the Human Resources Department. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, training, coaching, assigning work, evaluating performance, rewarding and disciplining employees, addressing complaints, and resolving problems. It is the policy of the Company to provide equal opportunity to all qualified individuals without discrimination on the basis of race, ethnicity, national origin, gender, age, sexual orientation, disability, religion, veteran status, citizenship status or any other protected characteristic as outlined by applicable U.S. and Canada equal rights legislation protected by federal, state, province or local law. #J-18808-Ljbffr