ONSITE

RESPONSIBILITES
This role serves as the company’s HR leader and trusted advisor to the President/Owner and leadership team. As an HR Department of One, the HR Manager manages the full employee lifecycle while supporting strategic initiatives that drive organizational performance, employee engagement, and operational effectiveness.

The HR Manager is a key member of the leadership team, participates in management reviews, and plays an important role in supporting the company’s long-term growth and workforce planning.

The position supports a workforce of approximately 50 employees, including hourly production staff and salaried administrative and leadership positions. This role requires a highly self-directed HR professional who is comfortable operating independently, advising senior leadership, and balancing strategic initiatives with day-to-day HR operations.

HR Leadership & Strategy

• Serve as a trusted advisor to the President/Owner and leadership team on all human resources matters.
• Participate as a member of the leadership team, contributing to strategic planning and organizational initiatives.
• Participate in management reviews, providing insight into workforce trends, engagement, and organizational effectiveness.
• Develop and implement HR policies, procedures, and programs aligned with company goals.

Recruitment & Talent Management

• Manage full-cycle recruitment for production, technical, administrative, and leadership positions.
• Coordinate onboarding and orientation for new employees.
• Partner with managers on workforce planning and staffing strategies.

Employee Relations

• Provide guidance to managers and employees on workplace matters and employee relations issues.
• Conduct employee relations investigations and resolve workplace concerns.
• Support managers in addressing performance issues and disciplinary actions.

Performance Management

• Manage and administer the company’s performance review process.
• Coach and advise managers on goal setting, performance feedback, employee development, and effective leadership and people management practices.
• Support leadership with succession planning and talent development initiatives.
• Partner with leadership to identify and implement leadership development and management training opportunities.

Compensation & Salary Planning

• Lead the annual salary review process.
• Develop salary budgets and compensation recommendations in partnership with ownership.
• Conduct market benchmarking and compensation analysis to ensure competitiveness and internal equity.

Payroll Administration

• Manage and process payroll, ensuring accuracy and compliance with regulations.
• Coordinate payroll data, deductions, and reporting.
• Partner with finance and payroll vendors to maintain efficient payroll operations.

Benefits Administration & Vendor Management

• Oversee employee benefits programs, including health insurance and retirement plans.
• Manage benefits enrollment and employee communications.
• Negotiate with benefits brokers and insurance carriers to maintain competitive and cost-effective benefit plans.
• Lead annual open enrollment and ongoing benefits administration.

HRIS Systems Management

• Serve as administrator for the company’s HRIS system.
• Maintain accurate employee data including job changes, compensation updates, and benefits eligibility.
• Utilize HR systems for reporting, payroll coordination, and workforce analytics.
• Identify opportunities to improve HR processes through system optimization.

Compliance, Leave & HR Administration

• Ensure compliance with federal, state, and local employment laws.
• Maintain HR policies, employee records, and required regulatory reporting.
• Administer leave of absence programs, including FMLA, Massachusetts Paid Family and Medical Leave (PFML), disability, and other company leave programs.
• Serve as the primary point of contact for employees requesting leave and coordinate documentation, tracking, and return-to-work processes.

Workers’ Compensation & Safety Coordination

• Manage the company’s workers’ compensation program, including claim reporting, documentation, and coordination with insurance carriers and third-party administrators.
• Partner with supervisors and leadership on injury reporting, investigation, and return-to-work programs.
• Monitor claims activity and work with carriers to ensure timely resolution and cost management.
• Maintain required records and reporting related to workplace injuries and OSHA compliance.

REQUIREMENTS
 

• This role requires a hands-on HR professional who is comfortable balancing strategic leadership responsibilities with day-to-day HR operations in a small manufacturing environment.

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred

• 5+ years of progressive HR experience, preferably in a manufacturing, production or industrial environment
• Experience supporting both hourly and salaried workforces
• Experience managing payroll, benefits administration, and leave of absence programs
• Experience administering HRIS/HCM systems and HR reporting; Paycom experience a plus
• Strong knowledge of federal and state employment laws and HR best practices
• Strong business and financial acumen, including the ability to understand and interpret financial information, budgets, and workforce cost implications
• Demonstrated ability to work independently and partner effectively with senior leadership
• Experience coaching managers and supporting leadership development initiatives preferred