We’re looking for a strategic and hands-on Human Resources Manager who thrives in partnership with business leaders and is passionate about building strong teams, developing leaders, and driving a positive employee experience. In this role, you’ll serve as a trusted advisor and thought partner, helping leaders navigate complex people matters while ensuring alignment with company goals, policies, and employment regulations.What You’ll DoStrategic HR PartnershipServe as a strategic thought partner to leaders across assigned business functions.Provide expert guidance across key HR disciplines, including performance management, talent management, employee relations, talent acquisition, compensation, benefits, HRIS, training and development, and EEO/AAP.Partner closely with HR Directors on employment law matters, performance improvement, and policy interpretation to ensure consistent and compliant practices across the organization.Proactively anticipate people needs and help leaders strengthen team effectiveness, productivity, and engagement.Employee Lifecycle & Talent Support (5%)Collaborate with leaders to shape staffing strategies and define position requirements.Partner with Talent Acquisition to support hiring needs.Support onboarding, engagement, and offboarding efforts by gathering feedback, identifying trends, and recommending improvements.Act as a coach and advisor to leaders, offering data-driven insights and solutions.Training & Development (5%)Partner with Training & Development and business leaders to identify training needs.Help develop and deliver corporate, regulatory, and functional training and orientation programs.Leverage development opportunities across functions to improve performance and productivity.Employee Relations & Culture (5%)Serve as a trusted advisor and consultant to leaders and employees on employee relations matters.Proactively identify and address issues while ensuring fair, consistent application of policies.Promote recognition, effective communication, and strong manager–employee relationships.Escalate and collaborate with HR Directors on complex or sensitive employee relations issues.Performance Management & Talent Development (5%)Support continuous performance management practices, including goal setting, talent reviews, succession planning, and annual reviews.Coach leaders on delivering feedback, documenting performance, and managing improvement plans.Review and refine performance improvement plans to ensure clarity, fairness, and alignment with the S.M.A.R.T. model.Identify training, development, and experiential opportunities to optimize performance.Compensation, Benefits & HR Administration (5%)Lead and oversee HR Generalists/Representatives to ensure timely and accurate HR processes.Partner with HR Directors and Corporate Compensation to develop and execute compensation and total rewards strategies.Ensure effective benefits communication and administration.Build, evaluate, update, and level job descriptions.Support EEO programs and compliance in partnership with Corporate Resources.Safety & Workers Compensation (5%)Coordinate workers’ compensation efforts to minimize costs and improve outcomes.Participate in local safety committees and support workplace safety initiatives.Help drive improvements related to ergonomics, security, and emergency preparedness.People Leadership (5%)Lead, develop, and mentor HR Generalists and/or Representatives.Manage recruitment, workload allocation, goal setting, and performance management for your team.Partner with senior and location leadership to create development opportunities and achieve HR and business objectives.
