Senior HR Representative

• Bachelor's degree in HR, Business, Psychology, or related field (Master's preferred)
• 5-7+ years of HR experience with significant focus on employee relations and investigations
• Strong working knowledge of employment law and regulatory compliance
• HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) strongly preferred
• Demonstrated experience advising leaders on complex people issues
• Strong judgment, conflict resolution, and problem-solving skills
• Ability to balance employee advocacy with business and risk considerations
• Proven ability to analyze data and influence decisions at the leadership level

• Bachelor's degree in HR, Business, Psychology, or related field (Master's preferred)
• 5-7+ years of HR experience with significant focus on employee relations and investigations
• Strong working knowledge of employment law and regulatory compliance
• HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) strongly preferred
• Demonstrated experience advising leaders on complex people issues
• Strong judgment, conflict resolution, and problem-solving skills
• Ability to balance employee advocacy with business and risk considerations
• Proven ability to analyze data and influence decisions at the leadership level

• Lead complex employee relations cases, including investigations, conflict resolution, and policy interpretation
• Conduct end-to-end investigations (intake, interviews, analysis, and recommendations)
• Assess risk and escalate issues appropriately to senior HR or Legal
• Ensure consistent application of policies across the organization

• Coach managers on performance management, corrective action, and employee development
• Lead calibration processes and support talent development discussions
• Build leader capability in coaching, feedback, and accountability
• Provide ongoing coaching to managers and supervisors to strengthen leadership effectiveness and elevate the employee experience across the site

• Partner with Safety and Operations to lead workplace incident investigations
• Identify root causes, recommend corrective actions, and mitigate future risk
• Ensure alignment with OSHA and company safety standards
• Support integration of HR and safety practices in a manufacturing environment

Onboarding Strategy & Workforce Integration

• Design and lead onboarding programs that improve retention and engagement
• Implement structured 30-, 60-, and 90-day onboarding checkpoints and refine the process based on feedback
• Partner with leaders to ensure onboarding readiness and effective team integration
• Lead employee engagement surveys, analyze feedback trends, and partner with site leadership on action plans that strengthen engagement and retention

• Provide guidance on employment laws (FMLA, ADA, FLSA, etc.) and HR policy application
• Partner cross-functionally with operations, safety, payroll, and legal
• Analyze HR trends and recommend proactive solutions to improve culture and performance
• Contribute to policy development and continuous improvement initiatives

• Lead complex employee relations cases, including investigations, conflict resolution, and policy interpretation
• Conduct end-to-end investigations (intake, interviews, analysis, and recommendations)
• Assess risk and escalate issues appropriately to senior HR or Legal
• Ensure consistent application of policies across the organization

• Coach managers on performance management, corrective action, and employee development
• Lead calibration processes and support talent development discussions
• Build leader capability in coaching, feedback, and accountability
• Provide ongoing coaching to managers and supervisors to strengthen leadership effectiveness and elevate the employee experience across the site

• Partner with Safety and Operations to lead workplace incident investigations
• Identify root causes, recommend corrective actions, and mitigate future risk
• Ensure alignment with OSHA and company safety standards
• Support integration of HR and safety practices in a manufacturing environment

Onboarding Strategy & Workforce Integration

• Design and lead onboarding programs that improve retention and engagement
• Implement structured 30-, 60-, and 90-day onboarding checkpoints and refine the process based on feedback
• Partner with leaders to ensure onboarding readiness and effective team integration
• Lead employee engagement surveys, analyze feedback trends, and partner with site leadership on action plans that strengthen engagement and retention

• Provide guidance on employment laws (FMLA, ADA, FLSA, etc.) and HR policy application
• Partner cross-functionally with operations, safety, payroll, and legal
• Analyze HR trends and recommend proactive solutions to improve culture and performance
• Contribute to policy development and continuous improvement initiatives