Human Resources Manager - Polymer Center

POSITION SUMMARY: The Human Resources Manager - Polymer Center serves as a key strategic partner to the site leadership team, responsible for leading all aspects of HR at a dynamic manufacturing facility. The incumbent supports a broad range of people-focused initiatives including talent acquisition, employee relations, performance management, training, compliance, and workforce planning. The Human Resources Manager - Polymer Center also plays a critical role in fostering a culture of engagement, inclusion, and trust—developing and executing a proactive employee relations strategy that ensures every employee feels heard, respected, and connected to the success of the organization.  Reporting directly to the General Manager, with a dotted-line relationship to Corporate Human Resources, the incumbent collaborates closely with local site leadership and enterprise HR teams to deliver consistent, people-centered practices that align with business goals and uphold the company’s values.

PRINCIPAL RESPONSIBILITIES:

• Provides human resources advice and consultation to employees and management, to include coaching and counseling on performance management issues, conflict management, interpretation of employment policies and resolution.

• Acts as a key enabler to business growth by aligning HR support with evolving operational priorities – pivoting quickly to meet shifting demands, support rapid scaling, and ensure the workforce is positioned to drive innovation and execution at every stage of ramp.

• Lead the design and implementation of a positive employee relations strategy that promotes open communication, early issue resolution, and a high level of confidence in site leadership.

• Implements, disseminates, and monitors company programs and procedures in the areas of training, compensation, compliance, and benefits to attract, retain, and motivate employees.

• Oversee accurate maintenance of organizational data and employee records within the HRIS, including job structures, hierarchy, performance documentation, and separations.

• Ensure compliance with federal, state, and local employment laws and partner with Corporate HR and Centers of Excellence (COEs) to align on evolving legal and policy standards.

• Coordinate with Corporate HR on employment lifecycle activities including recruitment, employee relations, investigations, and offboarding.

• Leads workplace investigations, partnering with Legal and HR partners to ensure fair, timely, and consistent outcomes.

• Identify learning needs and work closely with the Learning & Development team to implement programs that build capability and promote career development.

• Own and enhance the onboarding experience, ensuring new hires feel welcomed, prepared, and connected from day one.

• Support or lead HR compliance audits and other risk mitigation activities across the site.

• Collaborate with leadership on succession planning and talent development strategies to ensure strong internal pipelines for critical roles.

• Performs other job-related duties as assigned or apparent.

QUALIFICATIONS:

• Prior experience working within a manufacturing or industrial environment.

• Experience in a start-up environment with a demonstrated ability to lead through ambiguity, adapt quickly, and build structure.

• Strong business acumen with the ability to translate operational priorities into effective people strategies and drive results.

• Proven experience designing and implementing positive employee relations strategies.

• Familiarity with lean manufacturing principles or continuous improvement cultures.

• Comfortable with data-driven decision-making and using metrics to measure HR effectiveness and impact to the business.

• Ability to impact and influence all levels of the Company.

• Excellent written and verbal communication skills.

MINIMUM REQUIREMENTS:

• 4–7 years of experience as an HR Generalist or HR Manager, preferably in a manufacturing or industrial environment.

Rewarding Compensation and Benefits

Eligible employees can elect to participate in:
• Comprehensive medical benefits coverage, dental plans and vision coverage.
• Health care and dependent care spending accounts. 
• Short- and long-term disability.
• Life insurance and accidental death & dismemberment insurance.
• Employee and Family Assistance Program (EAP).
• Employee discount programs.
• Retirement plan with a generous company match.
• Employee Stock Purchase Plan (ESPP).

• Paid Time Off (PTO)

• Benefits: