Human Resources Manager

• Collaborates with senior leadership to understand the organization's goals and strategy and provides input to establish human resources objectives aligned with organizational goals.
• Creates headcount planning and budgets in collaboration with department leaders.
• Manages departmental expenses and controls per budget.
• Participate in global alignment calls every six weeks.
• Implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation and payroll, health and welfare benefits, training and development, records management, succession planning, employee relations and retention, EEO compliance, and labor relations.
• Lead and manage the full range of human resources activities, including recruitment, conducting orientations, onboarding, training, performance evaluation, and employee development.
• Work with third-party providers to administer the organization’s employee benefit plans, research new plan options, and analyze the needs of the company and employees to adjust existing benefit plans that support employee satisfaction and retention.

• Develop, implement, and update HR policies and procedures to ensure compliance with federal, state, and local employment laws and regulations.
• Serve as a trusted advisor to management and employees on HR-related matters, including conflict resolution, disciplinary actions, and employee relations.
• Drive initiatives that promote diversity, equity, and inclusion within the workplace and foster a culture of continuous learning and development.
• Coordinate annual employee engagement surveys and collaborate with company leaders to establish and implement action plans focused on ongoing improvement.
• Analyze HR metrics and prepare reports to inform leadership decisions and improve organizational effectiveness.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources,
• Manage HR team members, providing coaching, development, and performance feedback to build a high-performing HR function.
• Other duties assigned and required, in collaboration with the company and management team.

• Strong knowledge of U.S. labor laws, employment regulations, and HR best practices.
• Proven experience in employee relations, conflict resolution, and performance management.
• Excellent decision-making and leadership skills.
• Proficiency with HRIS systems and data analytics tools
• Adaptability and willingness to switch between strategic and administrative tasks.
• Experience in a manufacturing environment.

• Bachelor’s degree in human resources, business, or a related field.
• Minimum of 5 years of progressive HR experience
• Minimum of 2 to 4 years of management experience

• While performing the duties of this job, the employee is in a typical office or shop environment; occasionally exposed to noise, dust, and chemicals.
• Recognize that this is a heavy equipment manufacturing facility, and all personal protective equipment policies and safety procedures must be followed by all employees.
• Occasional travel, including international travel, to training seminars, quarterly meetings, and functional team meetings.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.