Human Resources Manager

The Human Resources Manager serves as the organization’s primary HR leader and subject matter expert, overseeing all aspects of human resources operations, compliance, and employee relations. This role operates independently and partners closely with executive leadership to ensure legally compliant, consistent, and strategic people practices that support organizational goals.

This position requires strong working knowledge of employment law, sound judgment, and the ability to navigate employee relations matters in a fast-paced manufacturing environment.

Key Responsibilities

Employee Relations & Performance Management

Serve as the primary point of contact for employee relations matters

Guide supervisors through investigations, progressive discipline, and performance management processes

Provide coaching and consultative guidance to leadership on employee issues

Ensure fair, consistent, and legally compliant employment practices

Document and maintain thorough records of employment actions

Compliance & Risk Management

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

Identify potential legal risks and proactively recommend corrective actions

Partner with external legal counsel when necessary

Maintain accurate, organized, and compliant HR records and documentation

Oversee policy development, updates, and implementation

Benefits & Payroll Oversight

Oversee benefits administration, vendor relationships, enrollments, and annual renewals

Ensure compliance with benefits regulations (ACA, COBRA, etc.)

Partner with payroll to resolve HR-related payroll issues and mitigate compliance risk

Support audits and reporting requirements

HR Systems & Infrastructure

Lead implementation, optimization, and administration of the HRIS system, Rippling

Ensure data integrity, reporting accuracy, and process efficiency

Develop and maintain scalable HR processes and documentation systems

Recruitment & Onboarding

Oversee recruitment activities, including job postings, screening, and onboarding

Partner with hiring managers to ensure effective hiring practices

Ensure compliant onboarding processes and completion of required documentation

Develop and support retention initiatives

Manage hiring temporary employees / coordinate with temp agencies

Compensation & Strategic Support

Partner with leadership on compensation planning and strategy

Provide data-driven insights to support workforce planning and budgeting

Support organizational planning initiatives aligned with business objectives

Required Qualifications

Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)

Minimum 5 years of progressive HR experience, including generalist-level responsibilities

Experience independently managing employee relations and compliance matters

Strong working knowledge of federal and state employment laws

Experience with benefits administration and HRIS systems

Ability to operate independently and advise executive leadership

High level of discretion, professionalism, and sound judgment

Strong organizational, communication, and problem-solving skills

Preferred Qualifications

Experience in a manufacturing or industrial environment

Experience with Rippling HRIS & ATS

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

Experience partnering with external legal counsel

Experience supporting compensation planning and workforce strategy

Work Environment

Onsite position in a fast-paced manufacturing environment

Regular interaction with production and leadership teams

Drug screen and background check required post-offer

All your information will be kept confidential according to EEO guidelines.