Human Resources ManagerThe Human Resources Manager serves as a strategic business partner and trusted advisor to leaders across one or more sites, business units, or operational functions. This role supports employee populations of varying size and complexity, including environments with elevated regulatory, operational, employee relations, or organizational challenges. The HR Manager provides expertise in employee relations, performance management, workforce planning, organizational effectiveness, talent strategy, and compliance while aligning people initiatives with business objectives. The HR Manager exercises substantial independent judgment in resolving complex workforce issues and serves as the primary HR resource for organizational challenges, workforce planning, employee relations matters, and business initiatives. Partnering closely with business leaders and Corporate Centers of Excellence (COEs), including Talent Acquisition, Compensation, Benefits, Payroll, Safety, and Learning & Development, this role develops and executes workforce strategies that support organizational growth, strengthen talent pipelines, enhance employee engagement, and drive business results. The HR Manager leads key people initiatives, ensures consistent application of HR programs and policies, and may provide leadership, coaching, and development support to HR team members. This role provides support to corporate employees located at the corporate office and to remote corporate employees across the organization. This is an onsite position based in Indianapolis, IN.Responsibilities:Partner with site leaders, managers, and cross-functional teams to address complex employee relations matters, workforce challenges, and organizational issues while driving HR initiatives that support business objectives.Build strong relationships across all leadership levels, providing coaching and guidance on employee relations, performance management, promotions, development planning, and organizational effectiveness.Lead workforce planning activities in partnership with Finance and Operations, including headcount forecasting, Annual Operating Plan (AOP) labor planning, staffing strategies, and workforce risk identification.Partner with leadership, Finance, and Total Rewards to support annual compensation activities, including merit planning, promotional increases, market adjustments, pay equity considerations, and compensation recommendations.Manage employee relations matters, including investigations, performance issues, terminations, position eliminations, and employee separations, ensuring fair, consistent, and legally compliant outcomes.Manage and lead strategic HR projects and employee relations initiatives, including workplace investigations, compliance programs, policy development, process improvements, performance management, employee engagement, workforce planning, HRIS implementations, training initiatives, and organizational change management efforts.Ensure compliance with employment laws, company policies, regulatory requirements, and HR processes by conducting audits, maintaining appropriate documentation, and proactively mitigating organizational risk.Partner with Talent Acquisition and business leaders to support recruitment, staffing strategies, interviewing activities, onboarding, and workforce planning efforts.Oversee onboarding processes, ensuring completion of required documentation, employment verification, orientation, and mandatory training in accordance with company policies and regulatory requirements.Administer employee accommodation and leave programs, including ADA, FMLA, and other protected leave processes, partnering with employees, leaders, benefits, and other stakeholders to ensure compliance and effective case management.Conduct stay interviews, exit interviews, and employee engagement initiatives to support retention efforts, strengthen workplace culture, and enhance the employee experience.Lead site employee engagement and culture initiatives, utilizing employee feedback, workforce data, and business priorities to develop action plans that enhance retention, engagement, communication, and overall employee experience.Support site safety initiatives and assist with workers' compensation administration in partnership with operations, safety, and benefits teams.Manage the creation, review, and maintenance of job descriptions to ensure alignment with organizational structure, job responsibilities, and compensation frameworks.Analyze and report workforce metrics, trends, and organizational data to support leadership decision-making, workforce planning, and business objectives.Collaborate with leadership to design, deploy, and manage key talent processes such as performance management, succession planning, and workforce development.Ensure effective utilization and data integrity of HR systems while supporting employee inquiries, reporting needs, and process improvements.Lead or participate in cross-functional HR projects, organizational changes, restructuring efforts, performance calibration activities, budgeting cycles, and other strategic business initiatives.Provide leadership, direction, and development support to assigned HR team members while coordinating HR coverage and support across multiple sites as business needs require.Manage and lead special projects as assigned by HR leadership, including conducting and overseeing sensitive, complex workplace investigations across the organizationMay supervise direct reports as determined by business needsExercises substantial independent judgement.Perform other duties as assigned.Minimum Requirements:Bachelor's degree in Human Resources, Business Administration, or a related field.5 years of progressive HR experience, including at least 2+ years in an HRBP or equivalent advisory role supporting mid- to senior-level leaders.Solid knowledge of federal and state employment laws, HR compliance, and regulatory requirements, including FMLA, ADA, EEO, and FLSA.Strong business acumen and proven ability to consult with senior leadership on people strategy, change management, and organizational planningDemonstrated expertise in employee relations, performance management, leadership coaching, and conflict resolutionExperience using HR analytics and workforce data to influence decision-makingProven ability to operate in a matrixed or multi-site environment with competing prioritiesProficiency in HRIS platforms (e.g., Workday, SuccessFactors, UKG) and Microsoft Office SuitePreferences:Advanced HR certification (e.g., SHRM-SCP, SPHR) strongly preferredPrior experience managing a team of direct reportsExperience leading or supporting organizational change, restructuring, or M&A integration activitiesBackground in fast-paced industries such as manufacturing, logistics, tech, or healthcareWorking Conditions & Physical Requirements:Extended computer and display screen equipment usageAbility to push, pull, lift 5 pounds unassisted.Stand / walk for extended period of time.Fine manipulation including handle touch object or tools and ability to handled controls to perform work.Ability to read and interpret materials, verbally communicate, and hear required.Other. Please describeThe pay range estimated for this position is $92,000- $125,000 annually.
Please note that rates/salaries vary within the range based on factors including, but not limited to, prior relevant experience, skills, education, certification, location as well as internal equity and market data.Critical Success Factors:Customer Focus. Identifies, prioritizes and anticipates customer needs and delivers relevant, value-add, solutions to meet and exceed themResults Driven. Internal drive toward action to efficiently, timely, and accurately achieve results. Sets high but achievable standards for self and others. Seeks opportunities to improve process and outcomes. Constantly reviews performance to identify areas to develop.Efficient. Takes responsibility for own time and effectiveness. Identifies what needs to be done and does it before being asked or before the situation requires it. Able to work things out without having to be shown too often.
Seeks opportunities to contribute appropriately without direction.Communication. Able to communicate information and ideas clearly and articulately both in oral and written form. Uses appropriate language, style and methods depending on audience and the purpose of communication. Able to convey complex information clearly. Anticipates the information that others will need. Expresses ideas effectively. Practices attentive and active listening.Collaboration . Actively supports and contributes to the success of the team. Actively encourages and practices collaboration and cooperation on the team.
Shares information and supports other team members.Relationship Builder. Develops, maintains, and strengthens strong partnerships with others internally and externally, cross functionally, in person and remotely.Critical Thinking and Problem Solving. Able to identify and separate out the key components of problems and situations. Able to manipulate and interpret information from a range of sources to spot patterns and trends in information and to deduce cause and effect from this. Can generate a range of creative solutions, evaluate, and choose the most appropriate optionImprovement Driven. Inspires and generates new solutions and approaches to issues and challenges to maximize efficiency and effectiveness through everyday practice of root cause analysis and critical thinking problem solving; Continually works to refine skills and abilities; Builds on ideas of others to come up with new ways to address issues or problems; Generates creative new solutions and approaches to issues and processes.Organization and time Management . Plans