Under the direction of the Site Human Resources Manager and in coordination with the local and broader HR Team, the Human Resources Manager manages day-to-day HR operations and administers site and corporate HR policies, procedures and programs; advises and partners with leaders and team members on employee relations, performance management, succession planning and talent reviews; leads local engagement and community initiatives (e.g., internships, recognition, blood drives) to strengthen culture and retention; and drives recruitment, development and workforce planning activities that deliver a safe, high-performance workplace focused on quality, productivity and continuous improvement. Success in this role requires strong consultation and coaching skills, diagnostic and analytical problem-solving, customer service and advocacy, clear written and verbal communication, and collaborative cross functional partnership; flexible availability to provide evening support as needed.

Responsibilities:

• Performance management
• Organizational development
• Talent and succession planning processes
• Employment and compliance with regulatory concerns and reporting
• Employee orientation, development, and training
• Employee relations
• Employee communications
• Benefit inquiries
• Employee services and counseling
• Assisting with recruiting and staffing logistics

Required Qualifications:

• Advisory & influence: Proven ability to consult, coach, and influence managers and site leaders; track record as a trusted HR business partner.
• Data & systems literacy: Strong ability to analyze HR metrics and translate insights into practical recommendations; proficient with HRIS platforms and Microsoft Excel, Word, and PowerPoint.
• Problem-solving & systems thinking: Demonstrated systems-thinking and critical-thinking skills with experience developing scalable HR solutions that align with business needs.
• Communication & collaboration: Excellent written and verbal communication skills and demonstrated ability to build strong cross-functional relationships.
• Performance management for assigned client groups: Lead succession planning and talent review activities for assigned client groups—identifying critical roles, developing talent pools and individual development plans—partnering with business leaders to assess bench strength and recommend targeted development, stretch assignments or external hires, and owning end-to-end performance management by advising managers on goalsetting, calibration, performance conversations, performance improvement plans (PIPs), and promotion/merit recommendations
• Employee engagement & programs: Demonstrated experience planning, coordinating, or running local HR programs or initiatives (e.g., internship programs, employee recognition events, community/blood drives, volunteering programs) and using those programs to drive engagement and retention.
• Culture: The Human Resources Manager champions a positive, inclusive workplace culture—designing and leading engagement programs, recognition, and development initiatives that strengthen employee morale, drive retention, and align behaviors to safety and performance goals.
• Employee relations: Demonstrated experience conducting investigations, advising managers on corrective action and performance management, and resolving complex employee relations matters.
• Compliance knowledge: Working knowledge of employment law and regulatory requirements (e.g., EEOC, FLSA, ADA).
• Availability: Provide evening and weekend support, as needed.
• Projects: Demonstrated ability to lead HR process improvement projects or small cross-functional change initiatives.

Preferred Qualifications:

• Experience in Organization Design, Talent Management, Compensation, Benefits, Expatriate Administration, or related HR specialty.
• Multi-site/global exposure: Experience supporting multi-site or global HR programs is a plus.
• Corporate HR exposure: Prior experience partnering with corporate HR functions (e.g., compensation, benefits administration, HRIS, policy development, or centralized/global HR programs) is preferred and should be noted on the resume.

Education & Experience:

• BS or BA required
• Minimum 5 years of total generalist experience, including at least 2 years of hands-on manufacturing site HR experience (site-level HR).
• Advanced degree in HR or related field and/or HR certification (PHR/SHRM-CP or equivalent); corporate HR exposure noted on resume is a plus