The Human Resources Manager provides strategic and tactical advice, support, and resolution to Human Resources partners, Global Business Conduct, and business leaders on a broad range of employment issues including HR policy interpretation, policy violations, performance management, employee discipline and misconduct, and employment-related conflict resolutions. Partners within Human Resources implement sustainable solutions that reduce repeat issues and improve workforce culture. Consults with Legal and other Centers of Excellence to mitigate risk and liability and ensure compliance with employment laws and policies. Compiles remediation plans and recommendations and ensures consistency related to consequence management.

Additionally, an HR Advisor provides expert guidance and support on a broad range of HR topics, including talent management, compliance, and organizational development.

Responsibilities Include:

• Serves as a primary ER subject-matter expert and point of contact for employee relations matters, providing support and advice to HR and business leaders regarding performance management, employee discipline, policy interpretation, and termination processes, ensuring compliance with company policies, procedures, and applicable laws for three locations.
• Leads and or serves as a liaison in internal investigations related to a variety of employee relations issues.
• Compiles and generates investigation-related documentation (i.e., Investigation Reports, Issue Summaries, etc.).
• Analyze workforce data and trends to identify risks and opportunities, and recommend practical solutions aligned with business goals.
• Coach and enable leaders to use creative, timely resolution approaches to avoid escalation and improve outcomes.
• Partner with HR and the COEs to design and deliver leader trainings, manager toolkits, and preventative programs addressing root causes.
• Manages an employee relations case management system to review and track case progress and maintain investigation files.
• Stays updated on employment-related laws, including state requirements impacting employees (minimum wage, salary posting requirement, final pay requirements, etc.).
• Collaborates with HR leadership to develop, implement, and communicate employee relations policies, procedures, and programs.
• Works with HR Compliance to audit and ensure policies are up to date, aligned with legal requirements, and effectively address employee concerns.
• Tracks relevant employee data, generates metrics to identify trends, and presents insights to SL to help inform process improvements and approaches.
• Collaborate closely with HR Manager/Business Partners and business leadership to align HR strategies with operational needs.
• Partner closely with the Site Manager on strategic HR initiatives — including talent development, succession planning, and compensation adjustments.
• Special Projects / Program Management: Provide advisory support on project-based compensation initiatives, including reviews, retention programs, localizations, expatriate pay, job evaluations, and process improvements, collaborating with the Global Compensation Team, leaders, and governance forums as needed.

Qualifications:

• Bachelor’s degree required.
• A minimum of 7 years of progressive HR experience with a minimum of 5 years in employee relations or labor/employment relations. 2 years of hands-on manufacturing site-level HR experience is preferred.
• Ability to travel up to 25%[Y(1] [C(2] [K(3] [DR4] [5]
• Highly skilled in workplace investigations, negotiation, and conflict management.
• Deep understanding of US employment law, EEO regulations, workplace anti-discrimination and accommodations related laws, including Title VII, the ADA, the FMLA and their state law equivalents.
• Strong organizational and project management skills, with the ability to manage multiple priorities effectively.
• Able to maintain confidentiality and exercise extreme discretion.
• Proficient in analyzing HR metrics and converting data into actionable recommendations.
• Excellent written and verbal communication; ability to influence upward and laterally.
• Desired: Experience with multi-state employment law and accommodation/FMLA processes; union experience if applicable.
• Proficient with HRIS systems and Microsoft Office Suite.
• Certifications desired: Certified Workplace Investigator (or equivalent), SHRM/PHR/SPHR.