HR Manager

HR Manager

AWP Safety is seeking an experienced and results-oriented HR Manager to support the Great Plains Business Unit. This role serves as a key partner, providing hands-on HR support while helping execute people strategies that drive workforce effectiveness, engagement, and business performance.

The HR Manager will manage day-to-day HR operations across the assigned footprint while contributing to broader talent and organizational initiatives. This role requires a strong balance of tactical execution and strategic partnership, with a focus on employee relations, leadership support, and continuous process improvement in a fast-paced, high-volume environment.

Key Responsibilities

HR Business Partnership

• Partner with leaders to execute human capital strategies aligned with business objectives.
• Provide coaching and guidance on employee relations, performance management, and team effectiveness.
• Build strong, trust-based relationships across all levels of the organization.

Employee Relations & Compliance

• Serve as the primary point of contact for employee relations matters, conducting investigations and resolving issues in a fair and consistent manner.
• Ensure compliance with federal, state, and local employment laws and company policies.
• Promote a culture of accountability, inclusion, and respect.

Talent & Workforce

• Support recruiting efforts by partnering with hiring managers on workforce needs, hiring plans, and onboarding processes.
• Assist in workforce planning activities by identifying trends, staffing gaps, and retention risks.
• Partner with talent acquisition and HR leadership to ensure effective execution of hiring strategies.

Performance Management & Leadership Support

• Guide managers through performance management processes, including goal setting, feedback, and corrective actions.
• Coach front-line leaders on people management skills, conflict resolution, and employee engagement.
• Support implementation of leadership development initiatives and training programs.

HR Operations & Process Management

• Manage and administer HR processes across the full employee lifecycle, including onboarding, transfers, promotions, and separations.
• Ensure accuracy and execution of HR systems, reporting, and documentation.
• Identify opportunities to improve HR processes, efficiency, and consistency across the business unit.

Data, Metrics & Reporting

• Utilize HR data and reporting to identify trends related to turnover, engagement, and workforce performance.
• Provide insights and recommendations to leaders to support decision-making and improve outcomes.
• Maintain strong attention to detail and data accuracy.

· Perform other duties as assigned.

Qualifications

• Bachelor's degree in Human Resources, Business, or related field, or equivalent experience.
• 4+ years of progressive HR experience in a generalist or HR Manager capacity, preferably supporting field or operations-based teams.
• PHR or SHRM certification preferred.
• Demonstrated experience in: Employee relations and investigations, Performance management and coaching, Employment law and compliance, HR process management in a high-volume environment.

Key Skills & Competencies

• Strong interpersonal and relationship-building skills with the ability to influence at multiple levels.
• Excellent communication skills, both verbal and written.
• Critical thinking and problem-solving capabilities with a data-driven mindset.
• Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.
• High level of integrity, discretion, and professionalism in handling confidential information.
• Proficiency in Microsoft Office and HRIS systems.

Additional Details

• This is an in-office role supporting the Great Plains Business Unit.
• Must be comfortable working in a fast-paced, evolving environment with shifting priorities.

AWP Safety is an Equal Opportunity Employer (EOE). Women, minorities, veterans, and individuals with disabilities are encouraged to apply. Qualified applicants will receive consideration for employment without regard to race, color, religion, creed, age, national origin, ancestry, sex, pregnancy, sexual orientation, gender identity or expression, genetic information, marital status, protected veteran status, disability, or any other status protected by applicable federal, state, or local law.