HR Manager

The Company The Heico Companies have a history of success. Since its founding over 40 years ago The Heico Companies has grown from a single business to over 78 separate companies through a strategic acquisition policy, and by reinvesting their earnings into internal growth and new prospects. Historically talented at restoring distressed companies, Heico now strategically targets acquisitions that will complement its ever-growing portfolio of companies in manufacturing, construction, and industrial services.

These four core operations are organized into groups:
Metal Processing Group, Construction Solutions Group, Applied Solutions Group, and Industrial Technologies Group. Once acquired, new Heico companies are assigned to a group and run on a stand‑alone basis, allowing for great independence as well as the opportunity to share knowledge about markets, production processes, and management practices across other Heico groups and companies. Each Group has its own corporate team.

Heico continues to seek out new opportunities and maintain its standard of success. The Heico Companies has remained a privately held company since its creation and maintains a majority ownership in each of its operations, which generates more than $3.3 billion dollars in revenues. Many of our businesses are certified Woman‑owned Business Enterprises (WBE). More information about the holding company and overall organization can be found at

The Human Resources Manager is a trusted business partner, providing practical counsel on people, performance, and organizational decisions. Reporting directly to the VP/GM, this role leads all on‑site HR activities while maintaining a strong, visible presence with employees to build trust and reinforce a culture of accountability and engagement. The HR Manager combines solid HR technical expertise, including HRIS and compliance, with sound business judgment to support employee relations, performance management, and talent engagement, ensuring consistent and effective HR practices that drive a productive and committed workforce.

• Leadership & Change Management:
  • Advise the VP/GM and site leaders on hiring, performance, discipline, and organizational decisions.
  • Lead people‑related changes at the site (staffing shifts, reorganizations, system rollouts) and ensure leaders follow through.
  • Own site‑level HR initiatives, workforce changes, process improvements, and system implementations.
  • Coach managers on how to address performance issues, make sound people decisions, and lead their teams effectively.
• People Leadership:
  • Directly manage and develop the HR Generalist, setting priorities, reviewing work, and ensuring timely, accurate HR support for the site.
• Talent Management:
  • Work with leaders to plan headcount and shift coverage, clarify responsibilities, and ensure staffing supports safety, quality, and production goals.
  • Partner with Group VP of HR and Talent Acquisition Team to plan and execute site hiring and talent pipeline building strategies aligned with business and succession needs.
  • Own full‑cycle recruiting for the site, including job descriptions, FLSA classifications, candidate screening, interviews, pre‑employment assessments, and hiring metrics.
  • Lead new hire onboarding and integration to ensure employees are productive, engaged, and retained.
  • Identify skill and leadership gaps and drive targeted development efforts to build internal capability and future people leaders.
• Employee Relations:
  • Serve as the primary point of contact for employee relations issues, advising leaders on appropriate actions while managing risk and compliance.
  • Lead or support workplace investigations, including Ethics Helpline cases, ensuring timely and well‑documented outcomes.
  • Manage labor relations by maintaining regular communication with union representatives and resolving grievances in line with the contract.
• Performance Management:
  • Run the site’s performance management process and ensure leaders hold employees accountable.
  • Collaborate with leaders to identify high‑potential employees and develop succession plans for key roles.
  • Advise and support leaders on corrective actions, PIPs, IDPs,…