ESSENTIAL DUTIES AND   RESPONSIBILITIES

This role shapes the people strategy for a growing manufacturing organization across multiple sites. Duties include, but are not limited to:

1. Partners with the leadership team to understand and execute the organization’s human resources and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.

2. Supports and drives plant culture through HR programs and processes, leading organizational efforts to design a high-performance, high-accountability culture.

3. Creates learning and development programs and initiatives that provide internal development opportunities for employees at all levels.

4. Tracks and reports on key HR metrics including turnover, headcount, and compliance data; manages the HR department budget; and supports labor relations strategy.

5. Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.

6. Manages the full talent acquisition process, including recruitment, interviewing, and hiring of qualified candidates, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.

7. Manages and develops HR policies and procedures, including the employee handbook and standard operating procedures.

8. Provides support and guidance to management and other staff when complex, specialized, and sensitive questions and issues arise; administers and executes tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and managing terminations.

9. Provides constructive and timely performance evaluations and coaches managers on performance management best practices.

10. Responsible for onboarding and orientation, employee transactions, policy development and guidance, employee development, and HR compliance.

11. Administers and maintains benefit plans; ensures compliance with all applicable state, federal, and international laws governing benefits, including FMLA.

12. Maintains compliance with federal, state, and local employment laws and regulations; reviews policies and practices to ensure ongoing compliance with recommended best practices.

13. Maintains current knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

14. Oversees the daily workflow of the HR department and provides HR support to other departments as needed.

15. Handles employee discipline and terminations in accordance with company policy; oversees disciplinary meetings and workplace investigations.

16. Ensures OSHA compliance for the company, participates in safety committee leadership, and manages Workers’ Compensation claims and procedures.

17. Represents the company for unemployment claims.

18. Responds to all EEOC and NLRB charges.

19. Maintains and coordinates employee recognition programs.

20. Performs other duties as assigned.

QUALIFICATIONS

Required

• Excellent verbal and written communication skills.

• Excellent interpersonal, negotiation, and conflict resolution skills.

• Excellent organizational skills and attention to detail.

• Strong analytical and problem-solving skills.

• Ability to prioritize tasks and delegate them when appropriate.

• Ability to act with integrity, professionalism, and confidentiality.

• Ability to analyze processes and develop appropriate job descriptions.

• Ability to relate to, influence, and coach employees at all levels in the organization.

• Thorough knowledge of employment-related laws and regulations.

• Proficient with Microsoft Office Suite or related software.

• Proficiency with, or the ability to quickly learn, the organization’s HRIS and talent management systems.

• Thrives in a fast-paced environment, highly adaptable and open to continuous improvement.

• Must have the ability to serve as HR Manager for multiple locations.

Preferred

• Bilingual in Spanish.

• Experience with HRIS implementation or administration.

EDUCATION AND EXPERIENCE

Required

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

• A minimum of five years of progressive human resource management experience.

Preferred

• Experience in a manufacturing environment.

• Experience with multi-site and/or multi-state operations.

• Familiarity with labor relations.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Press-Seal is a manufacturing company. Much of the value we deliver is produced at our factories. For this reason, we need team members who thrive in on-site roles and understand that this position requires a consistent on-site presence. The work environment may include exposure to heat, cold, fumes, uneven surfaces, and outdoor conditions.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

The Human Resource Manager role requires continuous sitting throughout the workday while performing computer-based tasks and administrative functions. Standing and walking occur occasionally, particularly when moving between offices or visiting departments within the facility. Occasional physical actions such as stooping, bending, pushing, pulling, and kneeling may be required when accessing files, or navigating various work areas. The position requires occasional hand movement and gripping, primarily while handling documents and office materials. Lifting demands include occasional lifts from floor, waist, and overhead levels, with weights ranging from 0–15 pounds.  The HR Manager must be able to access and navigate all departments within the organization’s facilities to support operations and employee needs.