Human Resources Manager

Job Description

Job Description

Human Resources Manager

Irvine, CA | Full-Time, Direct Hire | $120,000–$130,000

About the Company

Join an established Irvine-based manufacturing company with more than 40 years of experience in the tool industry. The company manufactures high-quality blades and core bits used primarily in the construction, stone, and mining industries and is known for its commitment to innovation, quality, and customer service.

Following a recent acquisition by a private equity firm, the company is entering an exciting new chapter focused on continued growth and operational excellence. This is a great time to join the organization and have a meaningful impact as it continues to evolve.

About the Opportunity

Are you an experienced HR leader who enjoys being more than just the person who handles HR issues when they arise? This could be a great opportunity to shape the HR function, partner with executive leadership, develop an HR team, and make a real impact on the employee experience and overall business.

We’re looking for a Human Resources Manager who brings strong business judgment, a hands-on leadership style, and the confidence to challenge the status quo when there’s a better way to do things. This role is both strategic and operational; you’ll help set the direction for HR while staying connected to the day-to-day needs of employees, managers, and the organization.

If you’re someone who likes to solve problems, coach leaders, improve processes, and build an HR function that supports both people and business goals, we’d love to hear from you.

What You’ll Do

HR Leadership & Business Partnership

• Lead and oversee the HR function, providing strategic and operational leadership across all areas of human resources.
• Lead, coach, and develop the HR team, including setting expectations, providing feedback, managing performance, and identifying development opportunities.
• Partner with executive leadership and business leaders to identify workforce needs, organizational gaps, and opportunities for improvement.
• Serve as a trusted HR advisor to managers and leaders on employee and organizational matters.
• Translate organizational goals into effective HR strategies, programs, and practices.
• Proactively evaluate HR processes and business needs to identify opportunities to improve efficiency, employee experience, risk management, and organizational effectiveness.
• Lead and support organizational change initiatives while challenging the status quo and driving continuous improvement.

Employee Relations & Leadership Development

• Serve as the primary escalation point for complex employee relations matters.
• Lead and oversee complex, sensitive, and/or high-risk employee relations investigations, ensuring they are thorough, objective, timely, and appropriately documented.
• Partner with leadership and other stakeholders on investigations, organizational changes, and matters involving increased legal or organizational risk.
• Coach and advise supervisors and managers throughout the employee lifecycle, including onboarding, performance management, development, engagement, recognition, retention, and separation.
• Strengthen frontline leadership capabilities through coaching on communication, decision-making, accountability, employee engagement, and performance management.
• Promote positive employee relations and a productive work environment through consistent application of company policies and effective management practices.

HR Compliance & Risk Management

• Ensure HR policies, practices, and procedures comply with applicable federal, state, and local employment laws and regulations.
• Maintain current knowledge of employment laws and HR best practices and assess their impact on company policies and practices.
• Provide guidance to leadership and the HR team regarding compliance requirements and potential employment-related risks.
• Oversee HR compliance programs, audits, required documentation, and employment-related processes.
• Partner with executive leadership, management, and outside legal counsel or other external resources as appropriate.
• Oversee matters involving leaves and accommodations, workers’ compensation, and other sensitive employment matters.

HR Operations & Programs

• Oversee the effective administration of core HR functions, including employee relations, talent acquisition, onboarding, compensation, benefits, performance management, employee development, and offboarding.
• Evaluate and improve HR processes, systems, and programs to increase efficiency, consistency, and effectiveness.
• Oversee the development, implementation, and maintenance of HR policies, procedures, and programs.
• Ensure HR processes and practices are applied consistently across departments and locations.
• Monitor HR trends, workforce data, and organizational needs to identify issues and opportunities and provide recommendations to leadership.

Talent & Organizational Development

• Develop and implement strategies to attract, retain, develop, and engage employees.
• Partner with leadership on workforce planning, organizational structure, succession planning, and talent development initiatives.
• Support the development of effective performance management practices and leadership development programs.
• Identify organizational and workforce trends and recommend strategies to strengthen retention, engagement, and organizational performance.

 

Requirements:

• Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent combination of education and experience may be considered.
• 10+ years of progressive human resources experience, with at least 5 years in a leadership or management role.
• Thorough knowledge of human resources principles, practices, and applicable federal, state, and local employment laws and regulations.
• Demonstrated expertise in employee relations, investigations, compliance, performance management, and organizational development.
• Demonstrated ability to lead, coach, develop, and manage an HR team, including setting expectations, providing feedback, and addressing performance and development needs.
• Strong business acumen and ability to align HR strategy with business objectives and translate organizational needs into practical solutions.
• Strong coaching and consultative skills, with the ability to advise and influence employees, managers, and senior leadership.
• Demonstrated ability to manage complex, sensitive, and potentially volatile employee relations matters with sound judgment, discretion, and professionalism.
• Demonstrated ability to lead through organizational change, challenge existing practices constructively, and drive continuous improvement.
• Excellent written and verbal communication skills.
• Strong decision-making, problem-solving, organizational, and project-management skills.
• Ability to maintain confidentiality and exercise sound judgment when handling sensitive employee and organizational matters.
• Bilingual skills in Korean is strongly preferred.

Compensation & Benefits

• $120,000–$130,000 annual salary
• Full-time, direct hire
• 401(k) match
• Paid holidays
• Paid sick days
• 100% company-paid health benefits for the employee after the introductory period

Location: Irvine, CA