Campus HR Manager

Greenheck Group•Knoxville, TN

19d

About The Position

Ready to join a global leader in air movement and ventilation? At Greenheck Group, joining our team means more than just starting a job, it’s joining an award-winning culture prioritizing your growth and development. Our unwavering commitment in supporting our team members both personally and professionally has earned us national recognition time and time again. As an innovative, environmentally responsible manufacturer of commercial HVAC systems, Greenheck Group designs and manufactures industry-leading air movement and ventilation solutions through our family of trusted brands. Our products are found in commercial, institutional, and industrial facilities worldwide, from schools and hospitals to factories and stadiums. Since 1947, we’ve proudly invested in our people and our communities, fostering innovation, leadership, and opportunity at every level. We are more than products, we are a team of inspired people doing extraordinary things. This role serves as the human resources leader and trusted advisor for Greenheck Group’s Knoxville campus, acting as both the primary point of contact and the steward of our people-first culture. You will set and execute the campus people strategy, partnering closely with business and operational leaders to ensure alignment, impact, and long-term success. Beyond the campus, this position plays a visible leadership role within the broader community—strengthening relationships, fostering positive engagement, and representing Greenheck Group with integrity and purpose. You will drive cohesive regional communication, guide cross-functional initiatives, and lead thoughtful program planning that connects people, culture, and community in meaningful ways. This is an opportunity for a seasoned HR leader to operate at a strategic level while remaining deeply connected to the people and places that make our organization thrive.

Requirements

6-8 years of relevant work experience with progressive human resources leadership experience required.
6-8 years of relevant work experience in a supervisory or managerial role required.
4 Year / Bachelor Degree in Human Resources or a related field or equivalent years of job experience required.
PHR, SPHR, or SHRM certification

Responsibilities

Participate on business unit management teams and provide guidance and consultation on employee related issues and strategies.
Serve as a trusted advisor for designated business teams/functions.
Champion employer of choice initiatives.
Assist business unit and functional leadership in defining recruitment needs, developing job requirements and descriptions, screening candidates, and final employee selection.
Provide leadership to organizational development activities including talent management, performance management, talent acquisition and succession planning.
Work with functional and business leaders to address organizational issues, performance issues and align talent to achieve optimal business results and ensure people are in the rights seats.
Oversee the annual performance management process and assist supervisors in addressing performance issues.
Interpret employment laws and corporate policies for employees and management.
Address non-compliance issues.
Assist with employee relations initiatives such as employee survey, communication, training programs, etc.
Assist employees with individual concerns and issues.
Oversee annual compensation budget planning process for the supported business units.
Facilitate the creation and sustainment of peer networks for best practice sharing to connect employees beyond their department/business team and to drive a culture of engagement, collaboration and continuous improvement.
Provide leadership and direction in creating consistent best practices, while maintaining unique identities of business units and operational workflow.
Serve as local program manager in the rollout of Company programs and communication.
Provide leadership to campus human resources team on recruiting, onboarding, organizational development, performance management, compliance, and employee relations practices.
Direct and facilitate best practices as it relates to employee turnover, manpower planning, and other regional programs and initiatives.
Spend an adequate amount of time on the production floor with the workforce and conduct listening sessions.