Human Resource Representative

The Contract HR Onsite professional serves as the primary Human Resources point of contact for a manufacturing facility. In this role, the individual is responsible for delivering comprehensive, day-to-day HR support to site leadership and employees, with a strong emphasis on employee relations, workplace investigations, HR policy administration, and operational HR functions.

This role operates with a high degree of autonomy, requiring sound judgment, confidentiality, and the ability to navigate complex interpersonal and organizational dynamics. The Contract HR Onsite professional partners closely with corporate HR centers of excellence — including Talent Acquisition, Benefits, Payroll, and Legal — to ensure consistent, compliant, and people-first HR service delivery across the site.

Key Responsibilities

• Employee Relations
  • Primary Point of Contact: Serve as the first point of contact for employee concerns, grievances, and workplace conflicts at the site.
  • Manager Coaching: Guide and coach site managers on handling performance issues, conduct matters, corrective actions, and difficult conversations.
  • Conflict Resolution: Facilitate resolution of interpersonal disputes and team dynamics issues in a fair, timely, and legally compliant manner.
  • Policy Guidance: Interpret and advise employees and managers on HR policies, procedures, and applicable employment regulations.
• Workplace Investigations
  • Investigation Ownership: Conduct thorough, objective, and timely workplace investigations involving allegations of harassment, discrimination, retaliation, policy violations, and ethics complaints.
  • Documentation: Prepare comprehensive investigation reports documenting findings, witness statements, and recommended corrective actions.
  • Corrective Action: Recommend and support implementation of appropriate disciplinary measures in partnership with site management and Legal.
  • Confidentiality: Maintain strict confidentiality throughout all phases of the investigation process.
• HR Operations
  • Onboarding & Offboarding: Administer site-level onboarding programs and manage structured offboarding processes including exit interviews.
  • Leave Management: Coordinate FMLA, personal leave, and disability accommodations in compliance with federal and state law.
  • Attendance & Timekeeping: Support attendance tracking and partner with supervisors on progressive discipline for attendance issues.
  • HRIS Administration: Maintain accurate employee records; ensure data integrity for headcount, status changes, and personnel files.
• Compliance
  • Legal Compliance: Ensure site HR practices comply with all applicable federal, state, and local employment laws including FLSA, Title VII, ADA, ADEA, FMLA, and NLRA.
  • Policy Administration: Implement and reinforce corporate HR policies and procedures across the site.
  • Audit Readiness: Support HR audits, recordkeeping requirements, and governmental reporting obligations.
• Performance Management
  • Review Cycles: Support annual and mid-year performance review processes, ensuring timely completion and quality documentation.
  • Performance Improvement Plans: Partner with managers to develop and monitor PIPs.
  • Disciplinary Actions: Advise on and assist with documentation of verbal warnings, written warnings, and terminations.
• Engagement & Culture
  • Employee Engagement: Partner with site leadership to design and execute employee engagement surveys, town halls, and recognition initiatives.
  • Culture Champion: Promote and reinforce company values, DEI goals, and a culture of respect and accountability.
  • Communication: Develop and deliver clear, consistent workforce communications on HR programs and site initiatives.
• Data & Reporting
  • HR Metrics: Prepare and distribute regular HR reports covering turnover, headcount, ER case metrics, and other key performance indicators.
  • Records Management: Maintain compliant personnel files and ensure documentation standards are met across all HR transactions.
• Cross-Functional Collaboration
  • Corporate Partnership: Collaborate with corporate HR, Talent Acquisition, Benefits, Payroll, and Legal functions for seamless service delivery.
  • Vendor & Agency Coordination: Manage relationships with staffing agencies and contract labor providers as needed for site workforce flexibility.

Qualifications

• Required
  • Education: Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
  • Experience: 3–5 years of progressive HR experience with demonstrated emphasis on employee relations and workplace investigations.
  • Legal Knowledge: Strong working knowledge of federal employment law (FLSA, Title VII, ADA, ADEA, FMLA, NLRA) and state employment regulations.
  • Communication: Exceptional written and verbal communication skills; ability to deliver difficult messages with empathy and professionalism.
  • Industry: Experience in a manufacturing, industrial, or operations-intensive environment strongly preferred.
  • Technology: Proficiency in Microsoft Office Suite; experience with HRIS platforms.
• Preferred
  • Certification: PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
  • HRIS Systems: Experience with Workday, SAP SuccessFactors, or similar enterprise HRIS platforms.
  • Bilingual: Bilingual proficiency in English and Spanish is a significant plus given site workforce demographics.
  • Contract/Consulting Experience: Prior experience in a contract or consulting HR capacity supporting multi-shift manufacturing operations.

Core Competencies

• Conflict Resolution & Mediation: Proven ability to de-escalate conflict and facilitate fair resolutions.
• Organizational Agility: Comfortable managing multiple priorities in a fast-paced manufacturing environment.
• Confidentiality & Discretion: Highest standards of integrity when handling sensitive employee matters.
• Analytical Thinking: Data-driven approach to diagnosing HR issues and recommending solutions.
• Independent Judgment: Ability to operate with minimal supervision and escalate appropriately.
• Influence & Collaboration: Builds trust and credibility with employees at all levels of the organization.
• Communication Excellence: Clear, concise, and effective communicator across written and verbal channels.
• Continuous Improvement Mindset: Seeks opportunities to enhance HR processes and employee experience.

Work Environment & Physical Requirements

• Onsite Role: This position is fully onsite at a manufacturing facility. Remote work is not available for this role.
• Production Floor Access: Must be comfortable walking the production floor and engaging with employees across all shifts, including first, second, and third shift as needed.
• Physical Activity: Moderate physical activity including walking, standing, and occasional lifting of up to 15 lbs in the plant environment.
• Environment: Standard combination of climate-controlled office space and manufacturing plant environment; PPE required on the production floor per site safety standards.
• Schedule: Core business hours with flexibility to address urgent employee relations matters outside of standard hours as business needs arise.

Nesco Resource offers a comprehensive benefits package for our associates, which includes a MEC (Minimum Essential Coverage) plan that encompasses Medical, Vision, Dental, 401K, and EAP (Employee Assistance Program) services.

Nesco Resource provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.