HR Director

R&L Spring Company•Lake Geneva, WI

7d•Onsite

About The Position

For more than 50 years, R&L Spring Company and Medicoil have been trusted manufacturing partners delivering precision spring and wire form solutions to customers across the medical device, automotive, powersports, industrial, and commercial markets. Headquarters in Lake Geneva, Wisconsin, our family-owned and operated organization employs more than 265 team members across three manufacturing facilities. As a third-generation family-owned business, we take pride in balancing long-term stability with continuous innovation. Our culture is built on integrity, accountability, teamwork, and respect for people. We believe our employees are our greatest asset and are committed to creating an environment where individuals can grow professionally, contribute meaningfully, and build lasting careers. At R&L Spring and Medicoil, employees can make a direct impact on business success while working alongside experienced leaders in a collaborative and value-driven environment. We are committed to investing in talent development, leadership growth, employee engagement, safety, and continuous improvement as we build the next generation of our organization.

Requirements

Strong knowledge of employment law, regulatory compliance, health and safety requirements, and risk mitigation practices across multi-site manufacturing environments.
Demonstrated experience leading both strategic and operational HR outcomes across multiple HR disciplines, including talent management, employee relations, compensation, benefits, HRIS, and organizational development.
Proven ability to serve as a strategic business partner and trusted advisor to executive leadership, influencing decisions related to workforce planning, organizational design, and talent strategy.
Strong expertise in performance management systems, leadership development, and succession planning within a high-performance organization.
Business and financial acumen with the ability to align HR strategies to operational and financial objectives and support enterprise decision-making.
Strong communication, executive presence, and interpersonal skills with the ability to influence across all levels of the organization.
Experience leading cross-functional initiatives and managing complex HR projects that drive organizational effectiveness and culture improvement.
Proficiency in HRIS systems and advanced Microsoft Office applications, with ability to analyze and present workforce data to support decision-making.
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Safety, Environmental Management, or related field required.
10+ years of progressive HR leadership experience, including both strategic and operational responsibility in multi-site or manufacturing environments.
3+ years of senior leadership or supervisory experience with demonstrated success in developing and leading HR talent pipelines and high-performing teams.

Nice To Haves

SHRM-SCP, SPHR, or comparable professional certification preferred.
Experience supporting a 24/7 manufacturing operation and a diverse hourly and salaried workforce.
Working knowledge of employment laws and regulations, including FMLA, ADA, FLSA, OSHA, and other applicable federal and state requirements
Experience supporting ISO, IATF, quality, and safety-driven manufacturing environments preferred.
Demonstrated experience leading change management, workforce planning, succession planning, and employee engagement initiatives.
Experience with HRIS, payroll, LMS, and talent management systems.
Bilingual (English/Spanish) skills are a plus.

Responsibilities

Establish HR strategic objectives aligned with business priorities and lead implementation of HR, payroll, and benefits strategies that reinforce organizational culture and performance outcomes.
Serve as a trusted advisor to the CFO and executive leadership team on organizational design, workforce planning, talent strategy, employee engagement, and workforce risk impacting business performance.
Lead the design, execution, and continuous improvement of the performance management cycle, ensuring alignment between business goals, individual performance, and leadership accountability.
Lead enterprise talent management and succession planning strategies, including identification of critical roles, development of leadership pipelines, and succession readiness planning in partnership with executive leadership.
Serve as strategic project leader for enterprise HR initiatives, including organizational design, workforce planning, HR systems, leadership development, and culture enhancement efforts aligned to business strategy.
Ensure HR policies, procedures, and practices remain compliant with federal, state, and regulatory requirements; maintain awareness of employment law, regulatory changes, and industry best practices and apply appropriately.
Provide oversight of all core HR operations, including recruitment and selection, employee relations, compensation and benefits administration, payroll oversight, and employee lifecycle processes including onboarding and separations.
Lead employee relations strategy, including investigation and resolution of workplace complaints, discrimination and harassment concerns, and other complex employee issues.
Oversee compliance programs including Workers’ Compensation, OSHA reporting, ACA, ISO requirements, and related audits, ensuring accurate reporting and effective risk mitigation.
Partner with brokers and external providers to administer employee benefits programs and ensure effective communication, education, and employee support.
Ensure accurate, confidential, and legally compliant employee records management through HRIS systems and reporting tools.
Support and participate in employee engagement initiatives, organizational events, committees, and cross-functional projects that strengthen culture and alignment.
Provide leadership and guidance to managers on HR matters including performance, staffing decisions, employee development, and organizational effectiveness.
Provides HR leadership support in a 24/7 manufacturing environment, which may require occasional off-shift or after-hours availability to support employee relations issues, operational needs, or critical incidents