Human Resources Manager

Arthur J. Gallagher · Britton

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HR Manager Responsibilities:

• HR Leadership and Business Partnership

1. 1. Serve as the primary HR business partner for the Britton facility, building strong working relationships with the Director of Manufacturing, plant leadership, supervisors, employees, and corporate HR.
   2. Partner with leadership to align workforce plans and HR practices with production, quality, safety, financial, and growth objectives.
   3. Provide timely, practical, and balanced HR counsel to leaders on employee relations, performance, attendance, conduct, staffing, organizational change, and workforce planning.
   4. Lead, coach, and develop the HR Coordinator.
   5. Participate actively in plant leadership meetings, off-site meetings, monthly business reviews, and special projects or assignments.
   6. Contribute HR insights, staffing assumptions, labor-cost considerations, and people-related recommendations to the annual budget planning process.
   7. Prepare and analyze weekly, monthly, and ad hoc HR reports; identify trends, risks, and opportunities and recommend actions as appropriate. 

• Employee Relations, Policy, and Compliance

1. 1. Administer company policies, procedures, and work rules consistently, ensuring alignment with corporate standards and applicable laws and regulations. Recommend updates to local practices, communications, training, or procedures as needed.
   2. Communicate policies, changes, and workplace expectations clearly to employees and leaders to promote understanding, consistency, fairness, and accountability.
   3. Serve as a key employee-relations resource by listening to employee concerns, addressing issues promptly and objectively, and facilitating appropriate resolution.
   4. Guide supervisors in applying policies, managing performance, documenting issues, addressing attendance and conduct concerns, and maintaining a respectful workplace.
   5. Lead or support workplace investigations, disciplinary actions, conflict resolution, and grievance-related matters; consult with corporate HR and other internal resources on sensitive, unusual, or high-risk situations.
   6. Maintain accurate, confidential, and legally compliant records.
   7. Promote a workplace culture built on respect, accountability, open communication, and continuous improvement.

• Talent Acquisition, Workforce Planning, and Onboarding

1. 1. Partner with plant leadership to forecast staffing needs and develop practical recruiting, selection, onboarding, and retention plans.
   2. Collaborate with managers to identify workforce capability gaps, succession needs, development priorities, and opportunities to strengthen the local talent pipeline.
   3. In partnership with the Recruiting Manager and HR Coordinator, oversee the full-cycle hiring process, including job postings, candidate sourcing, interviews, selection support, pre-employment processes, offers, onboarding, and new-hire orientation.
   4. Support and organize productive relationships with local schools, technical programs, workforce-development organizations, civic groups, and community partners to support recruiting and employer-brand efforts.
   5. Ensure job descriptions are in place for all roles, reviewed and updated as needs change and complete the annual review and update process. 

• Performance, Compensation, Benefits, and Leave

1. 1. Coordinate the annual performance-management process.
   2. Coach managers on setting expectations, delivering feedback, addressing performance concerns, and conducting meaningful performance discussions.
   3. Administer and communicate local compensation programs in alignment with company guidelines; provide input on pay decisions, internal equity, market considerations, and merit-planning activities.
   4. Administer and communicate employee benefit programs at the Britton facility; serve as a local resource for employee questions and coordinate with corporate HR, brokers, and vendors as appropriate.
   5. Oversee employee leaves of absence, accommodation requests and return-to-work needs in partnership with the HR Coordinator and third-party administrator.  Lead the interactive process for ADA accommodations.
   6. Ensure accurate records and communication related to leave, accommodations, benefits, compensation, and employee status changes. 

• Training, Development, and Engagement

1. 1. Partner with facility leaders to assess training needs and develop training plans that support operational priorities, leadership capability, compliance, safety, technical skill development, and employee growth.
   2. Coordinate local training activities and contribute to company-wide training ,priorities, delivery methods, and resource requirements.
   3. Support supervisor and manager development through coaching, tools, training, and reinforcement of effective people-leadership practices.
   4. Develop and oversee employee-engagement, including events and celebrations, recognition, wellness, and communication initiatives that strengthen workplace culture.
   5. Gather employee feedback through formal and informal channels; identify themes and work with leaders to improve the employee experience. 

• Co-lead facility safety efforts.

1. 1. Serve as a key member of the Britton Safety Steering Committee and chair the Britton First Response Team.
   2. Support the Safety Committee in partnership with the Safety Steering Committee; help ensure meetings, communications, training, actions, and follow-up activities are completed effectively.
   3. Participate in monthly, all-location safety meetings, present HR- and people-related safety topics as needed and ensure appropriate local follow-up.
   4. Promote a safety-first culture in which employees and leaders identify hazards, report concerns, participate in corrective actions, and take shared ownership of a safe workplace.
   5. Ensure compliance with applicable workplace-safety requirements and company safety policies in coordination with the management team and third-party safety resource.
   6. Manage HR-related aspects of workers’ compensation, including reporting, employee communication, return-to-work coordination, and collaboration with the workers’ compensation carrier and internal stakeholders.
   7. Support the Fit for Work program by assisting with ergonomic concerns, evaluating employee needs, and coordinating reasonable workplace responses.

HR Manager Qualifications:

• Bachelor’s degree in human resources, business, or a related field; equivalent relevant experience may be considered. Note: Equivalent education equals 2 years of closely related experience for 1 year of education. 
• 5+ years of progressive HR experience, preferably within manufacturing.
• Demonstrated experience in employee relations, investigations, performance management, recruiting, compensation, benefits, leave administration, and HR compliance.
• Experience coaching front-line supervisors and plant leadership on people-management practices.
• Working knowledge of employment-law and leave/accommodation requirements, including FMLA, ADA, workers’ compensation, and applicable state and federal employment requirements.
• Experience supporting workplace safety, workers’ compensation, and return-to-work programs.
• Strong judgment, confidentiality, communication, organizational, data-analysis, and relationship-building skills.
• Minimal travel required.
• PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.
• Must be authorized to work in the United States. No Visa sponsorship provided now or in the future for this position.

Additional Information:

We offer a competitive benefits package including PTO, Company Paid Holidays, 401K, Medical, Dental, Vision, HSA, FSA, Life, AD&D, STD, LTD, Education Assistance, and a dynamic work environment.

To apply, qualified candidates should log onto https://careers-horton.icims.com. 

Horton, Inc. is an Equal Opportunity employer.  Veterans/Disabled  

PM17

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