Manager, Human Resources

Job Description

Job Description

ABOUT THE COMPANY At RS, we are redefining how the world builds reliable energy infrastructure. We design and manufacture advanced composite utility poles that are lighter, stronger, and longer-lasting than traditional materials such as wood, steel, and concrete. Our poles are engineered for superior performance in the most demanding environments, providing utilities with a durable, low-maintenance, and sustainable solution for a more resilient grid.

With operations in North America and customers across 30+ countries, RS is a leader in grid resilience, driven by our values of Safety , Respect , Resilience , and Teamwork .

THE OPPORTUNITY

The Human Resources Manager plays a key role in leading and executing HR programs, processes, systems, and initiatives across the organization. Reporting to the Plant director and Director of HR, this role translates HR and business priorities into actionable plans and partners across the organization to drive them through implementation.

This position works closely with HR leadership, Plant HR Managers, Operations, Finance, Payroll, IT, and leaders across the business to create alignment, establish consistent HR practices, and ensure company-wide initiatives move from concept through execution.

The HR Manager leads key initiatives across HR technology, employee lifecycle, compliance, performance management, policy and process development, reporting and analytics, and organizational effectiveness while providing leadership and guidance across the broader HR function.

WHAT YOU WILL DO

HR Leadership & Organizational Partnership

• Partner with the Head of HR to translate HR and business priorities into actionable plans, programs, and initiatives.
• Provide leadership, guidance, and direction to Plant HR Managers on company-wide HR programs, policies, processes, systems, and initiatives.
• Partner across functions and levels of the organization to drive HR initiatives from development through implementation.
• Serve as a resource and escalation point for HR team members on complex HR matters and support consistent practices across locations.
• Drive communication, collaboration, knowledge sharing, and alignment across the HR function.

HRIS, Technology & Analytics

• Lead the evaluation, implementation, optimization, and ongoing management of HR systems and technology.
• Partner with HR, Finance, Payroll, IT, vendors, and other stakeholders to ensure HR systems and processes support organizational needs.
• Lead HRIS projects including requirements gathering, testing, data validation, documentation, training, change management, and implementation.
• Oversee HR data integrity, reporting, and analytics to support HR and business decision-making.
• Identify opportunities to improve and automate HR processes through technology.

Employee Lifecycle & HR Operations

• Oversee Corporate HR employee lifecycle processes, including onboarding, employee changes, transfers, promotions, leaves, and offboarding.
• Develop and continuously improve HR processes, workflows, documentation, and resources to drive efficiency and consistency.
• Partner across HR, Payroll, IT, Benefits, and business leaders to ensure employee lifecycle activities are effectively coordinated.
• Provide guidance on complex or escalated employee lifecycle and HR operational matters.
• Identify opportunities to streamline, standardize, and improve Corporate HR operations and the employee experience.

Benefits & Leave Partnership

• Partner with the Benefits & Payroll Administrator and Head of HR on employee benefit and leave programs.
• Provide guidance and support on complex or escalated benefit and leave matters as needed.
• Support annual open enrollment, benefit changes, system requirements, communications, and other key initiatives.
• Partner with benefit carriers, brokers, vendors, and internal stakeholders on issues or projects requiring broader HR involvement.
• Identify opportunities to improve benefit and leave processes, systems, and the employee experience.

Policy, Compliance & Process Development

• Lead the development, review, implementation, and ongoing maintenance of company-wide HR policies, SOPs, standards, and processes.
• Partner with Plant HR, Operations, and other stakeholders to develop practical and consistent HR practices across locations.
• Research employment requirements and HR best practices, assess organizational impact, and provide recommendations to the Head of HR.
• Lead and coordinate company-wide HR compliance initiatives, required training, and related implementation activities.
• Identify compliance and process gaps and partner with appropriate stakeholders to develop and implement solutions.

Performance, Talent & Organizational Effectiveness

• Lead and coordinate company-wide performance management processes and related initiatives.
• Develop tools, resources, processes, and training to support leaders with performance management and employee development.
• Support talent review, succession planning, leadership development, and organizational effectiveness initiatives.
• Lead and support talent assessment programs and tools, including implementation, training, and ongoing administration.
• Partner with the Head of HR on compensation reviews, organizational planning, job structures, and other workforce initiatives.

HR Project & Program Management

• Lead complex, cross-functional HR projects and initiatives from concept through implementation.
• Develop project plans, establish responsibilities and timelines, coordinate stakeholders, and drive deliverables through completion.
• Partner across HR, Operations, Finance, Payroll, IT, leadership, and external vendors to successfully implement HR programs, systems, and processes.
• Proactively identify risks, dependencies, and barriers and drive accountability and follow-through to keep initiatives moving forward.
• Manage multiple concurrent HR priorities while maintaining visibility, communication, and alignment with the Head of HR and key stakeholders.

WHAT YOU BRING

• Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred.
• 5+ years of progressive HR experience with broad knowledge across multiple HR disciplines.
• Strong HRIS, project management, analytical, and process improvement skills.
• Strategic, solutions-oriented thinker with strong judgment and the ability to drive initiatives through completion.
• Strong leadership, communication, and relationship-building skills with the ability to influence across all levels of the organization.
• Experience in a multi-location and/or manufacturing environment preferred.
• Professional HR certification through SHRM, HRCI, or a similar recognized organization preferred.
• Ability and willingness to travel regularly, including internationally, as business needs require.

WHAT WE OFFER

• Competitive salary and performance-based incentives.
• Comprehensive health, dental, and vision benefits.
• Retirement savings plans with company contributions.
• Employer-paid life and short-term disability insurance.
• Optional additional coverage (life, long-term disability).
• Generous paid time off and an Employee Assistance Program (EAP).
• Opportunities for growth and development within a global, forward-thinking company.

Why Join Us?

At RS, you'll have the opportunity to make a meaningful impact on how HR supports our people and our business. You'll work across the organization, lead key HR initiatives, and help build processes and programs that support our continued growth. If you're collaborative, solutions-oriented, and enjoy turning ideas into action, we'd love to hear from you.

EEO/AA Employer M/F/D/V

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