HR Manager

Human Resource Manager (HR) – Reuter Stokes – Twinsburg, Ohio – Reports to Vice President of Human Resources – Department: Human Resources. Responsibilities Intellectual Capital Own the Intellectual Capital (IC) process for the site and hold managers accountable for Strategy → Structure → People approach to achieving culture and talent outcomes. Lead and manage Twinsburg’s IC process to achieve business performance objectives and provide growth and development for associates, covering the entire associate development life cycle and an annual Intellectual Capital Review. Recruiting, Selection and Onboarding Anticipate future trends and respond to changing workforce needs by creating and implementing innovative tactics to recruit top talent. Master Crane’s processes within the HR team and reinforce the interview process to ensure sound hiring decisions. Support onboarding and orientation activities for new hires. Compensation, Benefits and Recognition Ensure accurate market pricing of roles with the corporate Compensation team and external survey sources. Provide input to offers and salary assessments to ensure competitive and equitable offerings that align with company policies and market trends. Lead the execution of incentive and bonus programs that drive individual and business performance. Drive Health & Wellness plans suitable for the location. Ensure meaningful recognition of associates for milestone anniversaries, retirements, or other Business Unit celebrations. Performance Management & Development Oversee the training and completion of quality documentation and conversations for performance assessments. Support and guide managers on performance management issues. Implement and facilitate training and development programs tailored to the site’s needs in conjunction with standard offerings and requirements. Ensure appropriate actions are taken when individual performance levels are not achieved or sustained. Intellectual Capital Reviews Run the BU quarterly IC review cadence with the VP/GM, ensuring the cadence is followed and development plans are well thought out and implemented. Prepare information such as turnover and equality metrics, talent requirements, contingent workforce, campus recruiting, and compensation/benefit data. Teach, coach, and train the management team on IC processes and provide continual reinforcement. Associate Relations & Compliance Lead investigative work related to policy violations including retaliation, discrimination, harassment, information security, and other work‑related matters. Maintain knowledge of legal requirements and government reporting regulations affecting human resource functions and ensure policies, procedures, and reporting are compliant. Adhere to Crane Compliance matters and ensure team members complete necessary LMS training on time. Lead philanthropic efforts at the site in adherence with Corporate guidelines. Operational Excellence & Growth Work with the VP HR to clearly understand the business strategy and execute talent strategies that support priority decisions. Serve as an advisor to the management team on talent and cost containment opportunities related to human capital expenditures. In partnership with VP HR, develop and execute action plans that support overall business goals for profitable growth, covering Compensation, Talent Development, Performance Management, and Associate Relations. Drive adherence to the Crane Business System by enforcing standard work for all processes within the function. Champion Kaizen activity targeted at operational efficiency and hold participants accountable for actionable results. Engage directly with associates in the workplace to understand key issues and improve the work environment. Qualifications Minimum 5 years as a Human Resource Generalist in a manufacturing environment. Broad experience in a variety of HR disciplines, including employee relations, compensation, performance management, and talent development. Excellent written and verbal communication skills. Experience applying independent judgment on employee relations issues and working closely with leadership at multiple levels. Excellent interpersonal and influencing skills; ability to quickly establish rapport. Understanding of HR‑related regulatory requirements (Age Discrimination Act, FMLA, ADA, FLSA, and state laws). Good problem‑solving skills; exercise sound judgment based on data, analysis, and insights. Demonstrated comfort advising and providing direct feedback to leadership. Experience working in a lean, fast‑paced, results‑oriented, performance‑driven culture. Results‑oriented with a sense of urgency in addressing customer and business concerns. Comfortable presenting to or facilitating discussions with audiences ranging from Business Unit Leadership to site level. Integrity and ethical qualities of the highest standards, aligned with core Crane values. Education An undergraduate degree is required; a master’s degree is strongly preferred. Crane Company is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion, gender, sexual orientation, general identity, national origin, disability, or veteran status. #J-18808-Ljbffr