Human Resources Manager

Menomonee Falls, WI 53051, USA Job Responsibilities Develops and executes recruitment strategies to attract qualified manufacturing and support staff. Manages the full recruitment lifecycle including sourcing, interviewing, hiring, and onboarding processes. Partners with department managers and participates in monthly forecasting and capacity meetings to support workforce planning and succession initiatives. Maintains relationships with staffing agencies, technical schools, and recruitment partners. Develops and manages onboarding and retention strategies to support long‑term workforce stability. Fosters a positive workplace culture that promotes employee safety, engagement, accountability, and retention. Addresses employee concerns, grievances, disciplinary matters, and workplace conflicts in accordance with company policies and employment laws. Conducts workplace investigations and recommends appropriate corrective actions. Coaches and advises managers on employee relations, performance management, and policy interpretation. Maintains a consistent presence on the production floor to build relationships, understand workforce dynamics, and proactively address employee concerns. Champions employee engagement and change management initiatives throughout the organization. Administers performance appraisal programs including mid‑year and annual review processes. Supports managers in establishing performance expectations, coaching employees, and addressing performance concerns. Maintains and enhances performance management and merit‑based reward systems. Supports the transition and administration of performance management processes within Rippling HRIS. Manages and processes bi‑weekly payroll accurately and on schedule. Reviews employee time and attendance records for accuracy and compliance. Ensures proper calculation of wages, overtime, bonuses, deductions, and benefit contributions. Maintains payroll records and prepares payroll‑related reports. Coordinates payroll tax reporting and compliance with applicable laws and regulations. Resolves payroll discrepancies and employee payroll inquiries in a timely manner. Collaborates with Finance and Accounting departments regarding payroll reconcilations and reporting. Serves as Owner and Administrator for the Rippling HRIS platform. Identifies training and development needs and coordinates employee development programs. Supports leadership development and succession planning initiatives. Develops and maintains HR training materials, policies, procedures, and onboarding documentation. Administers compensation and employee benefits programs including health insurance, retirement plans, and leave programs. Conducts salary benchmarking, compensation analysis, and pay band evaluations. Recommends compensation adjustments aligned with market trends and organizational goals. Communicates benefits information and assists employees with benefit‑related questions and enrollment. Partners with brokers and vendors to ensure effective benefits administration and compliance. Conducts periodic market reviews to maintain competitive compensation practices. Ensures compliance with federal, state, and local employment laws and regulations. Maintains HR policies, employee handbook, SOPs, and workplace procedures. Oversees employee records and HR systems while ensuring confidentiality and data privacy compliance. Coordinates audits, reporting requirements, and compliance initiatives. Serves as the primary contact for legal counsel and government agencies when applicable. Partners with Safety and Operations teams to support workplace safety initiatives and compliance. Monitors compliance with occupational health and safety regulations. Oversees workers’ compensation administration and return‑to‑work programs. Supports labor relations activities including union interactions and contract administration where applicable. Promotes and maintains a safe work environment in partnership with operational leadership. Leads internal communications that support the company’s mission, values, and strategic vision. Monitors employee morale and engagement and provides recommendations to strengthen workplace culture. Leads company engagement activities and employee appreciation initiatives throughout the year. Supports a collaborative, family‑oriented culture through employee interaction, feedback, and communication strategies. Develops and analyzes HR metrics related to turnover, absenteeism, recruitment, training, and employee engagement. Prepares reports and recommendations for leadership to support strategic decision‑making. Identifies trends and recommends process improvements to improve operational effectiveness and employee retention. Supports workforce planning through data‑driven analysis and reporting. Skills & Qualifications Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or related field required. Minimum 5–8 years of progressive HR experience, preferably within a manufacturing or industrial environment. Prior supervisory or management experience preferred. SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. Strong knowledge of employment laws, HR best practices, and compliance requirements. Understanding of manufacturing operations and workforce challenges within a multi‑shift environment. Excellent communication, interpersonal, conflict resolution, and employee relations skills. Strong leadership and people‑management capabilities. Experience with HRIS systems and Microsoft Office applications; Rippling and UKG experience preferred. Strong analytical, organizational, and critical thinking skills. Ability to manage confidential information with professionalism and discretion. Ability to manage multiple priorities in a fast‑paced manufacturing environment. Strong project management and organizational development capabilities. Collaborative and approachable leadership style with strong emotional intelligence. Willingness and ability to work on‑site daily and maintain visibility across all shifts. Physical Requirements Frequent standing, walking, and use of hands to operate tools and equipment. Ability to lift and move objects over 50 pounds. Vision requirements include close vision, color recognition, and focus adjustment. Reasonable accommodation may be made for individuals with disabilities. While performing the duties of this job, the employee infrequently works near moving mechanical parts and is infrequently exposed to fumes or airborne particles. The noise level in the work environment is quiet – hearing protection is required on the manufacturing floor. Protective Clothing / Equipment Hearing protection, safety shoes, and GMP (Good Manufacturing Practices) requirements must be worn in all manufacturing areas. Additional PPE may be required as needed. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr