Head of Employee Relations & HR Compliance

The Human Resources Manager owns the company’s HR function end to end, shaping employment strategy, policy, and compliance across all McGill Hose & Coupling locations. This is a hands-on, high-ownership role covering recruitment, employee relations, compensation strategy, benefits administration, training, and regulatory compliance across Massachusetts, Rhode Island, and Connecticut. You will act as a trusted advisor to the President, translating business strategy into HR programs that strengthen culture, engagement, and legal compliance. The ideal candidate is a strategic, business-minded HR leader with strong judgment, the ability to build relationships at every level, and the discretion to handle confidential matters with care.

Own recruitment strategy end to end, identify staffing needs across all levels and locations, and build the company’s employer brand around its core values, culture, and employee engagement.

Business partnership: Serve as a strategic partner to the President and senior management, ensuring HR initiatives align with company-wide plans and priorities.

Employee relations: Serve as the primary liaison between employees and management, leading the resolution of workplace issues and investigations with sound judgment and discretion.

Policy ownership: Author, implement, and maintain company policies, procedures, and the Employee Handbook, ensuring full compliance with federal law and Massachusetts, Rhode Island, and Connecticut employment regulations. Performance & development: Design and oversee performance appraisal systems, identify career-development and succession-planning needs, and coach managers through performance improvement plans.

Training programs: Identify company-wide training needs and coordinate professional development, partnering with Sales on product training and maintaining a roadmap for industry training (e.g., Communications: Lead clear, timely company-wide communication on policy, benefits, and organizational changes.

Compensation & pay equity: Administer and educate employees on benefit programs, including health insurance and retirement plans. Own compensation strategy and pay-equity practices, including compliance with the Massachusetts Wage Transparency Act, maintaining defensible pay ranges and responding to pay-range requests.

Regulatory compliance: Monitor federal and state employment-law developments, including Massachusetts Paid Family and Medical Leave, Earned Sick Time, the Personnel Records Law, and the Equal Pay Act, and update policy and practice to stay compliant across all jurisdictions.

Prepare and analyze HR reports and market conditions to inform decisions on staffing, compensation, and workforce planning.

Manage drug testing, background checks, and pre-employment screening, ensuring consistent application and legal defensibility.

Qualifications & experience 2–5 years of progressive HR experience, including owning a full HR function; Experience in a manufacturing or industrial environment preferred, but not required.

Experience leading HR strategy across multiple states, with working knowledge of Massachusetts, Rhode Island, and Connecticut employment law.

Hands-on experience with compensation strategy and pay-equity compliance, including salary-range transparency requirements, strongly preferred.

Experience across core HR disciplines, including organizational health, recruitment, benefits, employee relations, and compensation structures such as commission-based sales compensation.

Ability to coach, influence, and mentor employees and management through complex or difficult issues.

Strategic thinker who can translate vision and mission into concrete HR programs and measurable outcomes.

Education Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.

Strategic thinking, with the ability to translate vision into measurable HR programs.

Effective time management across competing priorities.

handles confidential information with discretion at all times.

All employment decisions are based on business need, job requirements, and individual qualifications, without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, veteran status, or any other status protected by applicable federal, state, or local law. We provide reasonable accommodations to qualified individuals with disabilities; if you need an accommodation, please contact Human Resources.

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