Human Resources Manager

Description:

We are seeking a strong, business‑minded Human Resources Manager / HR Business Partner to support multiple operational locations and serve as a trusted advisor to site, regional, and functional leaders. This is not a traditional administrative HR role. This position is designed for an HR leader who understands operations, builds credibility with frontline and senior leaders, uses data to identify people risks, and helps translate business priorities into practical workforce strategies.

The HR Manager will play a critical role in supporting high‑volume, multi‑shift operations by leading employee relations, workforce planning, recruiting execution, leadership coaching, compliance, culture, engagement, and talent development.

This role also directly leads assigned HR and recruiting team members, ensuring strong HR service delivery, consistent documentation, clear priorities, and effective support across assigned sites. The ideal candidate is comfortable being visible in the operation, working through complex employee relations matters, coaching leaders, improving processes, and helping build a more proactive and consistent HR partnership model.

What You’ll Do

As the HR Manager / HR Business Partner, you will partner closely with Operations and HR leadership to align people practices with business needs. You will help leaders make better workforce decisions, improve retention, strengthen accountability, and create a consistent employee experience across locations.

Key responsibilities include:

Strategic HR Partnership Partner with site, regional, and functional leaders to understand business priorities, operational risks, staffing needs, customer demands, and growth plans. Translate those priorities into practical HR actions that support performance, retention, compliance, and culture.

Workforce Planning and Staffing Strategy Lead discussions around headcount, staffing models, labor demand, shift coverage, vacancies, turnover, succession risk, and workforce stability. Help leaders anticipate staffing challenges and build realistic action plans.

Recruiting Leadership Oversee recruiting priorities, hiring targets, pipeline visibility, open‑position recovery, time‑to‑fill, temporary labor conversion, and quality‑of‑hire review. Partner with Talent Acquisition and Operations to ensure recruiting strategies support site‑level workforce needs.

Employee Relations and Compliance Lead or advise on complex employee relations matters, investigations, corrective action, accommodations, complaints, sensitive exits, policy interpretation, and documentation. Ensure fair, consistent, and compliant practices across assigned locations.

Leader Coaching Coach leaders on accountability, communication, documentation, performance management, conflict resolution, employee concerns, workplace expectations, and ER risk. Help build leadership capability at the site and regional level.

People Analytics and Risk Management Use turnover, absenteeism, staffing, engagement, time‑to‑fill, early‑tenure exit, ER, and leadership data to identify root causes and recommend practical solutions. Prepare dashboards, scorecards, business summaries, and action plans tied to workforce and operational outcomes.

HR Governance and Consistency Standardize HR processes, escalation routines, documentation expectations, compliance practices, HR tools, reporting cadence, and leader support routines across assigned locations.

Culture, Engagement, and Employee Experience Support engagement frameworks, listening routines, communication standards, and follow‑up expectations. Help leaders own the employee experience while ensuring HR provides structure, guidance, and accountability.

Change Management Develop change plans,…