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Leverage operational acumen, gained through immersive walks and direct engagement with leadership, to proactively identify and address resource needs within our lean manufacturing environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high-performance culture. • Analyze future workforce needs and capabilities, implement innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives) that build a high performing, engaged, and resilient workforce.

Overview:
UE Manufacturing is seeking an Human Resources Business Partner Manufacturing for our Manufacturing Division located at 10000 NW 2nd St, Oklahoma City, OK 73127. This role is a strategic, hands-on HR partner supporting hourly and salaried employees at a manufacturing site. The role drives business objectives through effective HR practices, manages the full employee lifecycle, ensures compliance, and strengthens talent, engagement, and employee relations on the production floor. Success requires strong business acumen, proactive problem solving, and a commitment to ethical practice and continuous improvement.

Responsibilities:
Essential Duties and Responsibilities: • Serve as a trusted advisor to plant leadership, translating business strategies into impactful HR initiatives that optimizes the employee experience and delivers business results.  • Support and advise front-line supervisors and managers on hiring, performance management, coaching, talent management, employee engagement, compliance, and employee relations. • Serve as a trusted resource for employees, supporting employees with understanding the company policies, programs, processes, and investigating employee concerns. Serves as main point of contact for all employees at the worksite. • Support a high-performance culture, foster open communication, trust, and mutual respect in alignment with the Kirby Way and Values. • Participate in employee engagement initiatives including focus groups, and hosting employee events. • Optimize critical HR operational processes, including payroll, attendance management, and vacation tracking, ensuring accuracy, compliance, and seamless efficiency. Administer leave of absence programs (FMLA, WC, ADA), for meticulous tracking and compliance, ensuring comprehensive employee support and adherence to regulatory requirements. • Partner with the recruiting team to ensure an effective recruiting process, candidate experience, selection of candidates, onboarding, conduct orientation for the site, and ensure effective integration. • Maintain a proactive presence with front line employees on the plant floor, ensure a positive workplace. culture, conduct regular engagements to build strong employee relationships, ensure HR accessibility, and proactively address general workplace concerns. • Leverage operational acumen, gained through immersive walks and direct engagement with leadership, to proactively identify and address resource needs within our lean manufacturing environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high-performance culture.  • Champion a data-first approach, leveraging HR data to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level. • Analyze future workforce needs and capabilities, implement innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives) that build a high performing, engaged, and resilient workforce. • Lead and execute talent strategies, including enhancing performance, front line leader development, succession planning, compensation, and talent acquisition.  • Conduct exit interviews to understand workforce trends and indicators. • All other duties as assigned.       

Qualifications:
Qualifications, Knowledge & Skill: • Proven ability to work effectively in a fast-paced, dynamic work environment, juggling multiple priorities and deadlines. • Exceptional collaboration, interpersonal, and communication skills, with the ability to build rapport and influence all levels of the organization. • Strong problem-solving and critical-thinking abilities, with a track record of handling complex employee issues. • Adept at navigating and leveraging HR technology and proficient with HRIS platforms. • Comprehensive knowledge of state and federal employment laws and HR best practices. • Adept with performance and compensation management programs. • Experience with disciplinary process and investigations and employee relations consultation.  • Experience with policy interpretation. • Strong interpersonal, negotiation, collaboration, and conflict resolution skills. • Proven knowledge of recruiting components: sourcing; qualifying; wage/salary trends. • Proven ability to effectively coach employees and manage complex and sensitive issues. • Ability to accomplish daily/weekly responsibilities in conjunction with developing and implementing projects to drive additional and ongoing improvements. Competencies:  • Strategic Partnership • AI Literacy • Strategic Workforce Planning • Positive Employee Relations • Data Analysis and Interpretation • Talent Management • Employee Lifecycle Expertise • Business and Operational Acumen • Change Management and Agility • Ethical and Compliance Knowledge • Communication and interpersonal skills - ability to build relationships and trust at all levels of the organization; ability to influence others. • Cross-functional collaboration • Continuous learning and development Education: Bachelor’s degree in Human Resources or any other related discipline or commensurate work experience required. Experience: Minimum 5 - 7 years of relevant HR and work experience with a bachelor’s degree, preferably in a manufacturing setting. Minimum 3 Years experience as an HR Business Partner.  Special Requirements: SHRM or HRCI certification is a plus. Physical Activities & Requirements: This role requires onsite presence at the manufacturing plant to fulfill job responsibilities. Involves occasional lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, climbing, etc. Role does require time walking and standing on plant manufacturing floor at least 20% of the time. Require good use of the hands and fingers for repetitive hand-finger actions.  Working Conditions: Working conditions occur within low to moderate noise levels related to the use of standard office equipment.

United Engines

Human Resources Business Partner Manufacturing

Alliance/Partner Management

Alliance/Partner Marketing

Americans with Disabilities Act (ADA)

Artificial Intelligence (AI)

Business Operations

Business Skills

Business Strategy

Candidate Sourcing

Change Management

Channel Support

Coaching

Communication Skills

Compensation Management

Compensation and Benefits

Conflict Resolution

Continuous Improvement

Corporate Policies

Cross-Functional

Data Analysis

Disciplinary Action

Employee Relations

Exit Interviews

FMLA (Family and Medical Leave Act of 1993)

HRIS/HRMS

Human Resources

Human Resources Processes

Human Resources Strategy

Interpersonal Skills

Interviewing Skills

Leadership

Lean Manufacturing

Literacy

Maintain Compliance

Manufacturing

Multitasking

Needs Assessment

Negotiation Skills

Office Equipment

Onboarding

Operations Processes

Payroll Administration

People Management

Performance Management

Problem Solving Skills

Regulatory Compliance

Regulatory Requirements

Society for Human Resource Management (SHRM)

Strategic Planning

Succession Planning

Talent Management

Time Management

Workforce Planning

Workplace Issues

[AW]-iCims

ADAPTED_NOW

Key focus areas include workforce planning and recruiting, employee and labor relations, performance management, training and development, compensation support, change management, and continuous improvement of core HR processes in a manufacturing environment. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (https://www.idexcorp.com/our-businesses/business-segments/) around the globe, chances are, we have something special for you.

If you’re looking for a special place to build or grow your career, you’ve found it. Whether you’re an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (https://www.idexcorp.com/our-businesses/business-segments/) around the globe, chances are, we have something special for you. The Senior Human Resources Manager serves as the on-site HR leader and hands-on business partner for a manufacturing facility, supporting both hourly and salaried employees. This role partners closely with plant leadership to deliver day-to-day HR support and to implement people strategies that enable safe operations, strong engagement, reliable staffing, and compliance with company policies and employment laws. Key focus areas include workforce planning and recruiting, employee and labor relations, performance management, training and development, compensation support, change management, and continuous improvement of core HR processes in a manufacturing environment. Duties/Responsibilities: + Serve as an on-site HR partner for the plant, maintaining regular visibility on the production floor and building trust with hourly and salaried employees. + Partner with site leadership to assess workforce requirements aligned to production plans, growth strategy, and labor budgets. + Lead organizational and talent discussions (succession, performance, development plans) with leaders to strengthen leadership capability and bench strength. + Develop and execute recruiting strategies for manufacturing talent, including hourly hiring pipelines, skilled trades/technical recruiting, internship/apprenticeship partnerships, and effective use of staffing agencies. + Partner with plant leadership to embed diversity, equity, inclusion, and respectful workplace expectations into frontline practices (hiring, onboarding, development, and engagement), aligned with enterprise programs. + Own and improve core HR processes for the employee lifecycle (recruiting/onboarding, timekeeping and attendance practices, performance management, employee relations, offboarding), ensuring alignment with company policies and values. + Lead performance management and goal-setting cycles; coach supervisors on effective feedback, documentation, and consistent application of performance and conduct expectations. + Drive employee engagement and two-way communication practices (floor meetings, listening sessions, skip-levels, action planning) and partner with leaders to address trends. + Partner with Operations and EHS to assess and deliver training needs (new-hire orientation, supervisor/lead development, respectful workplace/harassment prevention, policy training, and other compliance requirements). + Provide day-to-day employee relations support, including intake, fact-finding investigations, coaching leaders through corrective action/discipline, and ensuring timely, accurate documentation. + Resolve employee relations issues in a fair and consistent manner, balancing employee needs with operational requirements; guide leaders through consistent application of attendance and conduct standards and any complaint processes, as applicable. + Ensure compliance with company policies and applicable employment laws, including FLSA wage/hour, leave and accommodation requirements, EEO/affirmative action obligations as applicable, and recordkeeping expectations. + Support leave management and accommodations (FMLA, parental leave, disability, and ADA interactive process), coordinating with vendors and leaders to ensure consistent, compliant outcomes. + Lead annual compensation processes and support pay practices for the plant (merit/bonus cycles, promotions, offers, and level process) in alignment with internal equity and market competitiveness. + Partner with EHS and Operations on risk management practices, including supporting incident response from an HR perspective, return-to-work coordination, and ensuring alignment with safety expectations and employment laws. + Manage other duties or projects as assigned. Education/Experience: + Bachelor’s Degree in Human Resources or a related field. + Minimum five to seven years progressive Human Resources generalist experience in a manufacturing environment required. + Experience leading talent initiatives including performance reviews, talent cycles and development planning required. + Experience supporting management in building necessary engagement plans to ensure IDEX values are culturalized into the business. + Strong track record of managing employee relations in a pragmatic approach that focuses on supporting both the employee and employer in proactive resolution. + Successful track record of recruiting, developing and retaining both hourly and salary talent along with selecting and developing partnerships with third-party recruiting agencies. + Experience with Workday and Dimensions timekeeping preferred. Required Skills & Abilities: + Working knowledge of HR practices in a manufacturing environment, including hourly workforce support, attendance practices, shift-based operations, and policy application. + Strong employee relations and investigation skills (intake, interviewing, documentation, and recommending corrective actions); able to influence leaders toward consistent, sound decisions. + Solid understanding of U.S. employment law fundamentals relevant to manufacturing (FLSA/wage & hour, EEO, FMLA/ADA accommodations, retaliation prevention, recordkeeping). + Proven ability to recruit for hourly, skilled trades, and technical roles; capable of building pipelines with schools/community partners and managing staffing agency relationships. + Ability to coach and develop leaders on performance management, conflict resolution, and effective communication. + Comfortable operating in a fast-paced, hands-on environment; ability to prioritize urgent plant needs while advancing longer-term people initiatives. + Strong data and systems capability (HRIS/timekeeping such as Workday and Dimensions preferred), including reporting/metrics, data integrity, and process discipline. + Strong Microsoft Excel skills to prepare, analyze, and summarize key HR and workforce data for stakeholders (e.g., pivot tables, lookups, charts, and data validation). + Change management and continuous improvement mindset; experience improving HR processes and partnering with leaders on culture/engagement action plans. + Excellent written and verbal communication skills; able to communicate with diverse audiences, including production employees. + High level of integrity and discretion with confidential information; sound judgment and professionalism. Supervisory Responsibilities: + Will provide day-to-day direction to on-site HR support staff (e.g., HR Generalist/Coordinator) and/or temporary resources, as applicable. Travel: + Occasional travel (up to 10%) for meetings, training, and support of enterprise HR initiatives. Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? IDEX is an Equal Opportunity Employer . IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at lfcareers@idexcorp.com for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application. Job Family: Human Resources Business Unit: Advanced Flow Solutions

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