HR Manager

If you’re looking for a special place to build or grow your career, you’ve found it. Whether you’re an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact.

With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses () around the globe, chances are, we have something special for you.

The HR Manager serves as a strategic business partner to the business leadership team, aligning people strategies with business priorities to drive organizational effectiveness, talent outcomes, and operational performance. This role leads and executes Human Resources programs across employee relations, talent acquisition, performance management, compensation, leadership development, compliance, workforce planning, and change management. The HR Manager provides data-driven guidance to leaders, champions a culture of trust, teamwork, and excellence, and ensures HR practices reflect IDEX values, policies, and applicable employment laws.

• Partner with site and business leadership to translate business strategy into people priorities, organizational plans, and workforce actions.

• Lead employee relations matters, investigations, conflict resolution with sound judgment, professionalism, and compliance.

• Ensure compliance with federal, state, and local employment laws, company policies, and ethical standards.

• Coach leaders on organizational design, change management, performance expectations, team effectiveness, and employee engagement.

• Lead workforce planning and talent acquisition activities in partnership with leaders, ensuring hiring strategies support current and future business needs.

• Drive talent strategies including succession planning, internal mobility, retention, and leadership pipeline development.

• Support onboarding, learning, and leadership development initiatives that build organizational capability and strengthen employee performance.

• Partner with leaders on compensation planning and reward decisions to support attraction, retention, internal equity, and market competitiveness.

• Facilitate talent reviews and succession planning discussions and partner with leaders to create actionable development plans for key talent.

• Promote a culture of integrity and accountability, and support site adherence to IDEX policies, ethics expectations, and compliance requirements.

• Partner with internal and external resources on immigration matters as needed, ensuring timely and compliant administration.

• Use HR metrics, workforce data, and trends to inform decisions, monitor organizational health, and drive continuous improvement.

• Lead performance management processes and coach leaders on goal setting, feedback, accountability, and performance differentiation.

• Identify organizational capability gaps and partner with leaders on targeted development, staffing, and workforce solutions.

• Lead engagement action planning and continuous improvement initiatives that enhance employee experience and HR process effectiveness.

• Partner with Safety and external providers to manage workers’ compensation claims and related processes in compliance with legal and company requirements.

• Balance business needs, employee experience, and cost considerations while driving process discipline and continuous improvement.

• Leverage HRIS and related systems to support reporting, compliance, process execution, and business decision-making.

• Ensure HR processes and transactions are timely, accurate, compliant, and aligned with internal controls and documentation standards.

• Bachelor’s degree in Human Resources, Business, Psychology, or a related field.

• Minimum of 5 years of progressive Human Resources experience, preferably in a manufacturing, operations, or multi-site environment.

• Experience partnering with leaders to support business strategy, workforce planning, and organizational change.

• Strong knowledge of federal, state, and local employment laws and Human Resources best practice.

• Demon…