This is a stand-alone HR leadership role responsible for building a high-performing workforce while providing hands-on support across all areas of human resources. The position combines strategic talent development with day-to-day HR leadership in a manufacturing and technical environment.
The successful candidate will attract and develop talent, strengthen leadership capabilities, create career growth opportunities, and ensure a positive employee experience from hire to retire. This individual will serve as a trusted advisor to leadership while remaining closely connected to employees throughout the organization.
We are seeking a builder who enjoys creating and improving programs, processes, and people practices that support business growth and long-term success.
Key ResponsibilitiesTalent Acquisition & Workforce Planning
- Lead full-cycle recruiting across technical, professional, and operational positions
- Develop talent pipelines through college partnerships, internship programs, industry networks, and other sourcing channels
- Partner with hiring leaders to define role requirements, selection processes, and hiring decisions
- Oversee onboarding programs that create a strong and consistent employee experience
- Support workforce planning initiatives to address future talent needs
Learning, Development & Succession
- Design career progression frameworks and advancement opportunities across key functions
- Create development programs that support employees at all levels of the organization
- Develop and deliver leadership and supervisor training
- Lead performance management, goal-setting, and talent review processes
- Support succession planning and internal talent mobility initiatives
Organizational Effectiveness
- Advise leaders on organizational structure, role design, and team effectiveness
- Monitor engagement, retention, and workforce trends and recommend improvement strategies
- Support culture-building initiatives that strengthen employee commitment and business performance
- Partner with leadership to drive organizational change and continuous improvement efforts
Employee Relations & HR Operations
- Serve as the primary HR resource for employees and managers
- Provide guidance on employee relations matters and resolve workplace concerns in a fair and consistent manner
- Maintain HR policies, procedures, job descriptions, and employee documentation
- Manage onboarding, transfers, promotions, and offboarding activities
- Promote clear communication and a positive employee experience across a diverse workforce
Compliance, Compensation & Benefits
- Ensure compliance with federal, state, and local employment laws and regulations
- Maintain accurate HR records and personnel files
- Partner with internal stakeholders and external providers regarding payroll, benefits, retirement plans, and related programs
- Support compensation reviews, market benchmarking, and pay administration
- Assist with benefits communications and employee education efforts
QualificationsRequired
- Bachelor's degree in Human Resources, Business, or a related field, or equivalent combination of education and experience
- Seven or more years of progressive HR experience, including experience leading an HR function
- Experience supporting manufacturing, industrial, engineering, or other technical work environments
- Demonstrated success recruiting technical and professional talent
- Experience building talent development, leadership development, or career progression programs
- Strong employee relations experience supporting both hourly and salaried employees
- Working knowledge of employment law and HR compliance requirements
- Strong communication, coaching, and relationship-building skills
Preferred
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification
- Experience with campus recruiting, internships, or emerging talent programs
- Experience implementing or improving HR technology and AI-enabled workflows
- Experience supporting multilingual or culturally diverse workforces
- Background in a privately held, family-owned, or entrepreneurial business environment
What Success Looks Like
First 90 Days
- Establish credibility and relationships across the organization
- Gain a strong understanding of workforce needs, operations, and existing HR processes
- Ensure recruiting, onboarding, and employee support activities operate effectively
Within 6 Months
- Implement a sustainable talent pipeline strategy
- Launch priority development initiatives and career path frameworks
- Identify opportunities to improve employee experience, leadership capability, and HR processes
Within 12 Months
- Establish leadership development and succession planning programs
- Create clear career progression opportunities for key employee groups
- Improve visibility into workforce metrics, engagement, and retention trends
- Deliver measurable improvements in talent attraction, employee development, and organizational effectiveness