HR Manager

JOB SUMMARY:

The HR Manager is a key member of the site leadership team, overseeing all HR functions to support operational and business goals. This role involves developing and implementing HR strategies, managing talent acquisition, employee and labor relations, employee development, performance management, and ensuring compliance with company policies and procedures, while working in alignment with the broader organizational goals set by the HR Director. The HR Manager also plays a crucial role in fostering a positive work culture, driving continuous improvement, and promoting a safe work environment. Additionally, they maintain a strong understanding of the business unit’s financial status, plans, culture, competition, and potential threats.

Core Functions:

• Safety

In collaboration with site leadership, you hold shared responsibility for the health and safety of all employees and visitors at your location. You are expected to actively lead and promote safety initiatives and a culture of well-being across the organization. This includes partnering closely with the Director of Safety to ensure all safety protocols are implemented accurately and timely, actively serving as a member of the site’s Safety Committee, and participating in daily safety walks.

• Strategic HR Leadership

Serve as a co-pilot to site leadership by partnering to develop and execute HR strategies aligned with site objectives and business direction. Provide strategic counsel and leadership coaching, maintain the site-specific HR scorecard to track and monitor KPIs year-round, analyze trends and metrics, and implement solutions that improve HR processes and support overall business success. Ensure alignment with direction from HR Director and Division Support team.

• Talent Acquisition Management

Lead full-cycle recruitment to attract and retain skilled talent across various departments. Champion a high-quality onboarding process that aligns with the organization’s vision, while partnering with leadership to execute the broader talent strategy to meet current and future workforce needs.

• Employee Relations

Foster a positive work environment by providing guidance and support on conflict resolution, conducting thorough investigations, and ensuring fair policy application. Develop and implement programs to enhance employee satisfaction and retention, proactively address issues, create/facilitate employee relations trainings, and manage the exit process to gather feedback for continuous organizational improvement. Partner with leadership to improve morale and productivity.

• Compensation and Benefits

Maintain compliance with ADA and FMLA regulations by managing leave process and documentation. Oversee benefits enrollment, communication, and wellness programs. Manage benefits and compensation-related inquiries and ensure adherence to company policies.

• Learning and Development

Collaborate with leadership to implement development and succession plans, identifying top talent and preparing internal candidates for critical roles. Identify training opportunities and track progress using a learning management system, while adjusting plans as needed to meet evolving business needs. Partner with Learning & Development Manager to create and execute training programs.

• Compliance:

  Ensure adherence to federal, state, and local employment laws and regulations, maintain accurate records, and manage internal processes.

  Performance Management

  Oversee performance management processes by guiding managers on goal setting, evaluations, and timely feedback, ensuring consistency and alignment with organizational objectives. Facilitate performance improvement plans, address gaps, and foster a culture of continuous feedback and development, while ensuring legal compliance.

Organizational Culture

Promote and integrate the company’s purpose, core values, and culture throughout the facility by coordinating employee engagement and Giving Back events. Utilize social media outlets to highlight our culture and foster relationships with community partners. Support employees through organizational changes, ensuring smooth transitions and minimal disruption.

Duties, responsibilities, and activities are not limited to the list above and may change at any time with or without notice.

 

Key Measures of Success:

• Exceptional verbal and written communication skills.
• Strong organizational and analytical abilities, with keen attention to detail. Exhibit strong critical thinking and practical judgment
• Demonstrated critical thinking and problem-solving skills, including project management and continuous improvement.