Human Resources Director

Director of Human Resources

Company: Switlik Survival Products

Location: Trenton, New Jersey

Work Schedule: On-site

Reports To: President/Owner

Salary Range: $120,000 – $140,000

Additional Compensation: Profit Sharing

Position Summary

Family-owned Switlik Survival Products, a manufacturer of the highest quality safety and survival products for the aviation, marine, and military markets since 1920, is seeking an experienced, hands-on Director of Human Resources to lead the HR function for a 160-employee population. Reporting directly to the President/Owner, the Director of HR will serve as both a strategic business partner and advisor to leadership, as well as a highly visible, hands-on, and accessible HR leader to employees throughout the organization.

This is an ideal opportunity for an HR leader who enjoys building structure, strengthening management practices, and remaining closely connected to employees and day-to-day operations. The Director will spend meaningful time on the production floor, developing relationships with employees and managers and gaining a firsthand understanding of the workforce and operational environment.

The Director will have responsibility for the full spectrum of HR, including employee relations, talent acquisition, performance management, compliance, leaves of absence, workers' compensation, training and development, culture and engagement, and benefits and time & attendance, and HRIS management through Paychex’s PEO partnership. A key priority will be evaluating existing HR practices and implementing practical, scalable processes and programs that strengthen the HR function and support the company's continued success.

Key Responsibilities

HR Leadership & Strategy

• Partner directly with the CEO and leadership team to develop and execute HR strategies aligned with business and operational priorities.
• Assess current HR practices, identify opportunities for improvement, and introduce greater structure, consistency, and accountability across the HR function.
• Balance strategic HR leadership with hands-on execution in a fast-paced manufacturing environment.
• Establish practical HR policies, processes, systems, and tools that meet the needs of the organization and workforce.
• Use HR data and workforce trends to identify issues, recommend solutions, and support leadership decision-making.

Employee Relations & Employee Engagement

• Serve as a trusted and approachable resource for employees and managers regarding workplace concerns, policies, performance, and employee relations matters.
• Maintain a strong presence on the production floor and build effective relationships with employees across departments and levels of the organization.
• Manage employee relations matters, including workplace investigations, conflict resolution, corrective action, disciplinary matters, and terminations.
• Coach managers on addressing employee issues early, fairly, consistently, and effectively.

Manager Training & Development

• Build management capability by developing practical training, tools, and resources for supervisors and managers.
• Coach managers on effective people management practices, including communication, feedback, goal setting, performance management, documentation, employee development, conflict resolution, and accountability.
• Assess management development needs and create training programs that strengthen leadership effectiveness throughout the organization.
• Partner with managers to reinforce consistent expectations and effective people practices across departments.

Talent Acquisition & Onboarding

• Lead recruiting and workforce planning activities for production, technical, administrative, and management positions.
• Partner with hiring managers to define staffing needs, develop effective recruiting strategies, interview candidates, and make competitive offers.
• Develop proactive approaches to attracting and retaining qualified talent in a competitive manufacturing labor market.
• Strengthen onboarding and orientation programs to help new employees successfully transition into the organization.

Performance Management & Talent Development

• Establish and manage a consistent performance management process, including goal setting, ongoing feedback, performance reviews, development planning, and performance improvement plans.
• Coach managers on effectively addressing performance concerns and recognizing high performance.
• Identify employee development and training needs and implement programs that strengthen skills, performance, and career growth.

HR Compliance

• Ensure compliance with applicable federal, New Jersey, and local employment laws and regulations.
• Maintain and periodically update HR policies, employee handbook provisions, procedures, and required employment documentation.
• Manage employee leaves of absence and accommodations in accordance with applicable requirements.
• Oversee workers' compensation cases, including coordination with employees, managers, the PEO, insurance providers, and other partners.
• Maintain accurate and confidential employee records and ensure appropriate HR documentation practices.
• Monitor employment regulation changes and recommend necessary policies or processes.

Compensation, Benefits, Payroll, and PEO Partnership

• Serve as the primary HR relationship manager to benefit providers, vendors, and brokers.
• Oversee benefits administration and ensure employees receive accurate, responsive support regarding benefit programs.
• Provide oversight of Paychex systems time & attendance data in partnership with the Finance team who administers payroll, ensuring timely and accurate processing and resolution of payroll issues.
• Support compensation planning and help maintain competitive and internally equitable pay practices.
• Partner with leadership and managers on annual benefit renewals, enrollment, employee communications, and related initiatives.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Management, or a related field; advanced degree or HR certification is a plus.
• Approximately 10+ years of progressive human resources experience, including significant responsibility for employee relations and HR operations.
• Prior experience working in a manufacturing, production, distribution, industrial, or similarly operational environment strongly preferred.
• Experience serving as a senior HR leader, HR Director, Plant HR Manager, Senior HR Manager, HR Business Partner, or similar role.
• Bilingual English/Spanish skills are preferred and highly desirable.
• Demonstrated ability to operate both strategically and hands-on in a lean HR environment.
• Strong employee relations experience, including investigations, performance management, corrective action, conflict resolution, and manager coaching.
• Experience developing HR processes, policies, programs, and infrastructure.
• Demonstrated experience training and coaching managers to strengthen leadership and people-management effectiveness.
• Working knowledge of federal and New Jersey employment laws and HR compliance requirements.
• Extensive experience with recruiting, performance management, leaves of absence, workers' compensation, benefits, and employee development.
• Manage time & attendance while partnering with Finance on the payroll process
• Strong interpersonal and communication skills with the ability to establish credibility with executives, managers, production employees, and external partners.
• Comfortable spending significant time on the production floor and engaging directly with employees.
• Strong judgment, discretion, problem-solving skills, and ability to handle sensitive and confidential matters.

Benefits

Our comprehensive benefits package includes medical, dental, vision, and life insurance; profit sharing, retirement/401k plan; paid time off (PTO); 10 annual holidays; and education reimbursement.

How to Apply

Send your resume and a brief cover letter to View email address on apply.j-vers.com. Please include “ Manufacturing HR Director” in the email subject line .