Human Resources Manager

Job Title: Human Resources ManagerJob Description

The Human Resources Manager is responsible for leading and administering all human resources functions within a manufacturing facility, including employee relations, talent acquisition, performance management, compensation and benefits, compliance, training and development, workforce planning, and employee engagement. This position serves as a strategic business partner to plant leadership, driving initiatives that support operational goals, workforce effectiveness, and a positive employee experience while ensuring compliance with all employment and labor regulations.

The HR Manager plays a critical role in developing and maintaining a high-performing workforce, supporting organizational growth, and fostering a culture of safety, accountability, continuous improvement, and employee engagement.

Key ResponsibilitiesStrategic HR Leadership

• Partner with plant leadership to develop and execute workforce strategies aligned with business objectives.

• Provide guidance and coaching to managers and supervisors on HR policies, employee development, performance management, and workforce issues.

• Support organizational change initiatives and continuous improvement efforts.

• Analyze workforce metrics and trends to identify opportunities for improvement in retention, productivity, and employee engagement.

• Collaborate with corporate HR and operational leadership on company-wide initiatives.

Employee Relations

• Lead employee relations activities and ensure consistent application of company policies and procedures.

• Conduct and oversee investigations involving employee complaints, workplace concerns, policy violations, and disciplinary matters.

• Advise leadership on corrective action, performance improvement plans, and employment decisions.

• Foster a positive employee relations environment that promotes open communication and employee engagement.

• Support conflict resolution and problem-solving efforts across all levels of the organization.

Talent Acquisition and Workforce Planning

• Develop recruiting strategies to attract and retain qualified hourly and salaried employees.

• Manage full-cycle recruitment efforts for manufacturing, maintenance, engineering, logistics, and administrative positions.

• Partner with department leaders to forecast workforce needs and succession planning initiatives.

• Oversee onboarding programs designed to accelerate employee integration and productivity.

• Establish and maintain partnerships with technical schools, workforce development organizations, and community resources.

Performance Management and Talent Development

• Lead performance management processes, including goal setting, evaluations, coaching, and development planning.

• Identify leadership development and training opportunities to strengthen organizational capabilities.

• Coordinate employee training programs related to compliance, safety, leadership, technical skills, and career development.

• Support succession planning and high-potential employee development initiatives.

• Promote a culture of continuous learning and improvement.

Compensation, Benefits, and Employee Programs

• Administer compensation programs, pay practices, and annual salary planning processes.

• Ensure competitive and equitable compensation practices.

• Oversee employee benefits administration and employee communication efforts.

• Support employee recognition, wellness, and engagement programs.

• Monitor compensation and benefit trends to support retention and recruitment efforts.

Compliance and Risk Management

• Ensure compliance with all federal, state, and local employment laws and regulations.

• Maintain compliance with FLSA, FMLA, ADA, EEO, OSHA, workers’ compensation, and other applicable requirements.

• Oversee employee recordkeeping and documentation practices.

• Conduct HR audits and implement corrective actions as needed.

• Manage unemployment claims, employee investigations, and other employment-related matters.

• Mitigate organizational risk through proactive policy administration and employee relations management.

Safety and Workers’ Compensation

• Partner with Environmental Health and Safety (EHS) leadership to promote a strong safety culture.

• Support workplace safety initiatives, training programs, and employee accountability measures.

• Oversee workers’ compensation administration and return-to-work programs.

• Analyze injury trends and partner with operations leadership to identify preventative measures.

• Participate in safety committees and facility safety initiatives.

HR Operations and Metrics

• Oversee HRIS systems, employee records, and workforce reporting.

• Monitor and analyze key HR metrics including turnover, absenteeism, time-to-fill, employee engagement, and training effectiveness.

• Develop action plans based on workforce data and business needs.

• Manage HR budgets and department resources.

• Ensure accurate payroll and timekeeping processes in partnership with payroll personnel.

Labor Relations (If Applicable)

• Support labor relations activities in unionized environments.

• Participate in contract administration, grievance resolution, and labor-management meetings.

• Partner with leadership to maintain productive working relationships with union representatives.

• Ensure compliance with collective bargaining agreements.

QualificationsEducation

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related field required.

• Master's degree preferred.

Experience

• 7–10 years of progressive Human Resources experience.

• Minimum of 3–5 years of HR leadership or management experience.

• Previous experience in a manufacturing, industrial, distribution, or production environment strongly preferred.

• Experience supporting both hourly and salaried employee populations.

Knowledge, Skills, and Abilities

• Thorough knowledge of federal, state, and local employment laws and regulations.

• Strong understanding of manufacturing operations and workforce dynamics.

• Demonstrated ability to build relationships and influence leaders at all organizational levels.

• Exceptional communication, conflict resolution, and coaching skills.

• Strong analytical and problem-solving capabilities.

• Ability to maintain confidentiality and exercise sound judgment.

• Proficiency in Microsoft Office, HRIS platforms, payroll systems, and workforce analytics tools.

• Strong leadership and project management skills.

Preferred Qualifications

• SHRM-SCP, SHRM-CP, SPHR, or PHR certification.

• Experience in both union and non-union manufacturing environments.

• Experience in multi-site manufacturing operations.

• Knowledge of Lean Manufacturing, Continuous Improvement, or Six Sigma principles.

Physical Requirements

• Ability to regularly move throughout production, warehouse, and office environments.

• Ability to sit, stand, walk, and use a computer for extended periods.

• Ability to occasionally lift up to 25 pounds.

Working Conditions

• Combination of office and manufacturing floor environment.

• Regular interaction with employees, supervisors, managers, and executive leadership.

• Occasional travel to other facilities or corporate locations may be required.

• Availability to support multiple shifts and respond to employee relations or operational issues as needed.

Job Type & Location

This is a Contract to Hire position based out of Chattanooga, TN.

Pay and Benefits

The pay range for this position is $27.00 - $30.00/hr.

Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms. If eligible, the benefits available for this temporary role may include the following: • Medical, dental & vision • Critical Illness, Accident, and Hospital • 401(k) Retirement Plan – Pre-tax and Roth post-tax contributions available • Life Insurance (Voluntary Life & AD&D for the employee and dependents) • Short and long-term disability • Health Spending Account (HSA) • Transportation benefits • Employee Assistance Program • Time Off/Leave (PTO, Vacation or Sick Leave)

Workplace Type

This is a fully onsite position in Chattanooga,TN.

Application Deadline

This position is anticipated to close on Jul 16, 2026.

About Aston Carter

Aston Carter provides world-class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies. We draw on our deep recruiting expertise and expansive network to meet the evolving needs of our clients and talent community with agility and excellence. With offices across the U.S., Canada, Asia Pacific and Europe, Aston Carter serves many of the Fortune 500. We are proud to be a ClearlyRated Best of Staffing® Platinum Award winner for both client and talent service.

The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email View email address on click.appcast.io (%View email address on click.appcast.io) for other accommodation options.

San Francisco Fair Chance Ordinance: Pursuant to the San Francisco Fair Chance Ordinance, for all positions located in the city and county of San Francisco, we will consider for employment qualified applicants with arrest and conviction records.

Massachusetts Lie Detector: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Use of Artificial Intelligence (AI): We may use Artificial Intelligence (AI) to support parts of our hiring process, including sourcing, screening, and evaluating candidates. AI helps assess applications and qualifications, but final decisions are made by our hiring team. By applying, you acknowledge and agree that your application may be reviewed using AI tools.