HR Manager/Talent Acquisition

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 Responsibilities
Talent 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

Qualifications
Required

• 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