Human Resources Manager

At Steven Douglas Corp. (SDC), we design and build custom, automated machines used across a wide range of industries — from automotive and life sciences to aerospace and consumer products. We are a family‑owned company with 25+ years of history, and we are actively growing. Our workforce spans engineers, technicians, machine builders, and skilled tradespeople who work side by side every day to deliver some of the most complex automation solutions in the industry. The Role The Human Resources Manager at SDC is a hands‑on, practitioner‑level role responsible for owning the day‑to‑day HR function. This is a working HR role for someone who is equally comfortable processing a benefits renewal, coaching a supervisor through a performance conversation, and sourcing candidates for a technical position, all in the same week. Our workforce is diverse — you will work closely with department managers and report to the VP of Growth, contributing to people‑related decisions without owning strategic business direction. What you will own is the entire HR function: processes, systems, compliance, recruiting, and people programs. Because of the nature of this role, discretion, honesty, and confidentiality are non‑negotiable. You will be privy to compensation details, performance concerns, and sensitive personnel matters across the organization. We expect this information to be handled with the highest level of professionalism and integrity at all times. Why Join SDC? Meaningful ownership. Own the full HR function at a growing company without the complexity of a large corporate HR structure. You will have real scope and real impact. A people‑first culture. SDC wouldn’t be the company we are today without our talented team. We want to make sure people are known, recognized, and valued here. A company with momentum. We are growing intentionally and thoughtfully. Your work will directly support that growth. What You’ll Do Manager Coaching & Employee Relations Coach and counsel department managers through performance issues, conflict resolution, corrective action, and difficult conversations — guiding process while maintaining appropriate boundaries. Use performance management tools to provide ongoing guidance to managers; lead the annual performance review process from design through completion. Assist managers with conducting performance and salary reviews; ensure feedback is specific, timely, and tied to clear expectations. Conduct investigations into employee complaints and grievances with fairness and confidentiality; facilitate disciplinary meetings and terminations as needed. Develop and implement training programs that build manager and employee effectiveness across all departments. Own the full‑cycle recruiting process for all open roles, including hard‑to‑fill engineering, controls, and skilled trades positions. Develop sourcing strategies and build relationships with vocational programs, trade schools, and engineering pipelines in the region. Collaborate with department managers to define role requirements; write and maintain job descriptions that attract qualified candidates. Manage co‑op, internship, and apprenticeship programs in partnership with department managers. Support sourcing and engagement of international contractors or employees, as business needs require; including onboarding/offboarding processes, and ensuring compliance with employment laws, regulations, and work permits. Implement and continuously improve new hire orientation and onboarding processes. Retention & Culture Design and implement employee retention strategies; analyze turnover trends to identify root causes and recommend improvements. Create a culture of recognition and continuous improvement; implement and manage employee recognition programs. Partner with department managers and leadership to identify cultural or organizational gaps and recommend targeted solutions. Serve on the SDC Events Committee, contributing to internal and external events that strengthen employee connection. HR Operations & Process Ownership Own and maintain all HR infrastructure: HRIS, org charts, employee records, onboarding/offboarding workflows, compliance calendar, and policy documentation. Create and maintain a compensation and internal growth strategy for all departments, grounded in market research and pay surveys. Manage benefit offerings, annual renewal processes, and day‑to‑day benefits administration; work closely with insurance brokers and vendors. Develop and maintain HR metrics and reporting across key areas to support data‑informed decision making. Identify opportunities to leverage AI and automation tools to improve efficiency across recruiting, onboarding, performance management, and employee communication. Ensure all HR policies are applied consistently across departments and employee types. Lead SDC’s internal safety committee; implement safety best practices and training for all employees. Compliance Maintain compliance with all applicable federal, state (Ohio), and local employment laws and regulations; review and update policies as needed. Ensure job descriptions are up to date and compliant with all applicable regulations. Stay current on regulatory changes, employment law developments, and HR best practices relevant to a manufacturing and engineering environment. Requirements Bachelor’s degree in Human Resources, Business Administration, or related field required. 5+ years of HR management experience with demonstrated ownership of the full HR function. Experience supporting a manufacturing, engineering, or skilled trades environment strongly preferred; comfort working across a mixed‑collar workforce is essential. Proven ability to coach managers through people challenges — not just advise on policy, but build capability over time. Strong full‑cycle recruiting experience, including sourcing for technical and hard‑to‑fill roles. Working knowledge of Ohio employment law and federal compliance requirements (FMLA, ADA, OSHA, EEOC, etc.). Experience managing benefits administration, annual renewals, and vendor relationships. Proficiency with HRIS systems and Microsoft Office suite; comfortable working with data and metrics. Exceptional discretion and integrity; able to handle sensitive compensation, performance, and personnel information with strict confidentiality. Highly organized, self‑directed, and accountable — able to manage competing priorities without close oversight. SHRM‑CP or SHRM‑SCP a plus. Benefits Competitive pay based upon expertise and contributions. 100% employer‑paid medical, dental, vision, and life insurance, with additional supplemental insurance options available. Paid vacation, sick leave, and 10 company‑paid holidays to support work‑life balance. A 4% employer match to a 401(k) each pay period. Generous parental leave, and a company sponsored Employee Assistance Program. Steven Douglas Corp is an equal opportunity employer committed to fostering an inclusive and innovative workplace. #J-18808-Ljbffr Steven Douglas Corp.