HR Manager/Talent Acquisition

This is a stand-alone HR leadership role responsible for building a high-performing workforce while providing hands-on support across all areas of human resources. The position combines strategic talent development with day-to-day HR leadership in a manufacturing and technical environment.

The successful candidate will attract and develop talent, strengthen leadership capabilities, create career growth opportunities, and ensure a positive employee experience from hire to retire. This individual will serve as a trusted advisor to leadership while remaining closely connected to employees throughout the organization.

We are seeking a builder who enjoys creating and improving programs, processes, and people practices that support business growth and long-term success.

Key Responsibilities

Lead full-cycle recruiting across technical, professional, and operational positions

Develop talent pipelines through college partnerships, internship programs, industry networks, and other sourcing channels

Partner with hiring leaders to define role requirements, selection processes, and hiring decisions

Oversee onboarding programs that create a strong and consistent employee experience

Support workforce planning initiatives to address future talent needs

Learning, Development & Succession

Design career progression frameworks and advancement opportunities across key functions

Create development programs that support employees at all levels of the organization

Develop and deliver leadership and supervisor training

Lead performance management, goal-setting, and talent review processes

Support succession planning and internal talent mobility initiatives

Organizational Effectiveness

Advise leaders on organizational structure, role design, and team effectiveness

Monitor engagement, retention, and workforce trends and recommend improvement strategies

Support culture-building initiatives that strengthen employee commitment and business performance

Partner with leadership to drive organizational change and continuous improvement efforts

Employee Relations & HR Operations

Serve as the primary HR resource for employees and managers

Provide guidance on employee relations matters and resolve workplace concerns in a fair and consistent manner

Maintain HR policies, procedures, job descriptions, and employee documentation

Manage onboarding, transfers, promotions, and offboarding activities

Promote clear communication and a positive employee experience across a diverse workforce

Compliance, Compensation & Benefits

Ensure compliance with federal, state, and local employment laws and regulations

Maintain accurate HR records and personnel files

Partner with internal stakeholders and external providers regarding payroll, benefits, retirement plans, and related programs

Support compensation reviews, market benchmarking, and pay administration

Assist with benefits communications and employee education efforts

Qualifications
Required

Bachelor's degree in Human Resources, Business, or a related field, or equivalent combination of education and experience

Seven or more years of progressive HR experience, including experience leading an HR function

Experience supporting manufacturing, industrial, engineering, or other technical work environments

Demonstrated success recruiting technical and professional talent

Experience building talent development, leadership development, or career progression programs

Strong employee relations experience supporting both hourly and salaried employees

Working knowledge of employment law and HR compliance requirementsStrong communication, coaching, and relationship-building skills

Preferred

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

Experience with campus recruiting, internships, or emerging talent programs

Experience implementing or improving HR technology and AI-enabled workflows

Experience supporting multilingual or culturally diverse workforces

Background in a privately held, family-owned, or entrepreneurial business environment

What Success Looks Like
First 90 Days

Establish credibility and relationships across the organization

Gain a strong understanding of workforce needs, operations, and existing HR processes

Ensure recruiting, onboarding, and employee support activities operate effectively

Within 6 Months

Implement a sustainable talent pipeline strategy

Launch priority development initiatives and career path frameworks

Identify opportunities to improve employee experience, leadership capability, and HR processes

Within 12 Months

Establish leadership development and succession planning programs

Create clear career progression opportunities for key employee groups

Improve visibility into workforce metrics, engagement, and retention trends

Deliver measurable improvements in talent attraction, employee development, and organizational effectiveness

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