HR Manager

Job Summary: The Human Resources Manager leads day-to-turn HR operations across assigned South Carolina or Utah facilities and reports to the Director of Human Resources. This role is the on-site HR leader for employees and site management and supervises the site HR Generalist. The HR Manager carries out company HR strategy across the assigned operations and ensures consistent, compliant practices across payroll, benefits, recruiting, employee relations, compliance, and HRIS.

The role supports a safe, high-performance, employee-oriented culture and works closely with site leadership, Safety, and the Director of HR.

• Serve as the primary HR contact and trusted advisor for site leadership, managers, and employees.
• Implement company HR strategy, programs, and policies across assigned facilities, and provide the Director with local and regional input on workforce needs.
• Partner with site operations on headcount forecasting and staffing for production demands.
• Implement and maintain workforce dashboards and KPI reporting. Utilize HRIS, payroll, and reporting tools to analyze turnover, absenteeism, retention, recruiting effectiveness, overtime utilization, labor trends, training completion, and cost per hire. Present workforce analytics and recommendations to site and executive leadership.
• Support HR aspects of organizational change, growth, and new programs as directed.
• Coordinate HR initiatives, reporting, compliance activities, workforce planning, and employee relations efforts across assigned facilities, ensuring consistency in execution and employee experience. Partner with the Director of Human Resources and leaders at corporate and other sites to maintain consistent policies, practices, and reporting.
• Escalate significant matters to the Director of Human Resources.
• Supervise, coach, and develop the site HR Generalist, setting clear goals and performance expectations.
• Assign work, cross-train, and develop processes and documentation so site HR operations run consistently with backup coverage.

• Administer compensation programs and pay practices at the site
• Recommend pay changes, ranges, and incentive programs to the Director for approval.
• Administer the annual performance review and merit cycle at the site, including timelines, forms, manager training, and communication.
• Administer skills-progression and apprenticeship programs for skilled trades, including level advancement and pay alignment.
• Administer differential, incentive, and special-assignment pay programs with Finance.

• Coordinate with the headquarters to ensure payroll accuracy, timekeeping, audits, and reporting, ensuring compliance with federal and state wage-and-hour laws
• Review overtime, premium pay, differentials, and deductions for proper treatment.
• Serve as escalation point for employee and manager payroll concerns.

• Administer enrollment, changes, terminations, and employee education for medical, dental, vision, life, retirement, and other benefits.
• Reconcile benefit invoices and resolve carrier and claim issues, working with company benefit partners.
• Support open enrollment and annual renewals, and recommend changes to the Director.
• Support compliance with ACA, ERISA, COBRA, and related requirements.

• Partner closely with site recruiter for site skilled trades, production, engineering, and office roles, including sourcing, job fairs, and school and trade-program partnerships.
• Partner with hiring managers on job descriptions, selection criteria, interviews, and offers.
• Run onboarding and orientation so new hires are productive and safe from day one.
• Implement site retention efforts, including exit interview analysis, stay interviews, and engagement activities.
• Maintain applicant tracking records and hiring compliance.

• Serve as a trusted resource for employees and managers on workplace concerns, policy interpretation, and performance and conduct issues.
• Lead or oversee investigations, corrective action, and separations, ensuring consistency, documentation, and legal compliance.
• Escalate high-risk matters (harassment, discrimination, terminations, legal exposure) to the Director before action is taken.
• Coach site managers and supervisors on communication, feedback, and people leadership.
• Promote a respectful, inclusive, high-accountability culture.