HR Manager

Hose Master LLC • Euclid, OH

5d • Hybrid

About The Position

The HR Manager is a high-initiative, solution-oriented HR professional who brings both strategic thinking and hands-on execution to the role. This is not a purely tactical position — nor is it purely advisory. The HR Manager is expected to identify opportunities, recommend thoughtful solutions, and then own the work of bringing those solutions to life once approved. This role serves as a trusted partner to supervisors, area leaders, and employees across both plant floor and office populations, providing proactive guidance on all aspects of the employee experience. The HR Manager approaches every situation — from complex investigations to culture-building initiatives — with a positive, can-do mindset, a commitment to doing the right thing, and a bias toward action. The ideal candidate is someone who walks in the door looking for ways to make things better, builds credibility quickly with frontline leaders, and thrives in an environment where no two days look the same. This role is designed for an HR professional who operates at the intersection of strategy and execution. The HR Manager at Hose Master is expected to bring the following to the position: Strategic mindset with tactical willingness: This role contributes to HR strategy at a meaningful level while also handling the day-to-day work that keeps the function moving. Both dimensions matter equally. Proactive orientation: The HR Manager is expected to identify issues before they escalate, surface ideas before problems emerge, and keep leaders ahead of the curve — rather than responding after the fact. Solution focus: Observations alone are not enough. This role is expected to pair every identified challenge with a thoughtful recommendation and a clear path forward. Positive, credible presence: The HR Manager sets the tone in every interaction. Employees and leaders at all levels should feel heard, supported, and clear on next steps after engaging with this role. Execution ownership: Initiative development is only valuable when it leads to results. This role is accountable for driving approved initiatives through to completion.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field
• 5+ years of progressive HR experience, including direct responsibility for employee relations and workplace investigations
• Manufacturing or industrial environment experience strongly preferred
• Experience supporting both hourly and salaried employee populations
• Demonstrated track record of identifying HR opportunities and driving initiatives from concept through completion
• Employee relations expertise — confident, fair, and thorough in investigation and conflict resolution
• Coaching and influencing skills — able to build credibility and guide leaders without direct authority
• Initiative and proactivity — identifies needs and opportunities before being asked
• Solution orientation — brings options and recommendations, not just problems
• Strong written and verbal communication — clear and effective across all levels and audiences
• Positive, resilient mindset — able to maintain composure and optimism in challenging situations
• Organizational discipline — manages multiple priorities simultaneously without dropping the ball
• Integrity and sound judgment — trusted with sensitive information and difficult decisions
• Data literacy — able to identify trends and use data to support recommendations
• Must be able to work a minimum of 40 hours per week, with flexibility to support multi-shift operations as needed
• Ability to move throughout manufacturing and office environments regularly
• Must be able to sit, stand, walk, and use standard office equipment for extended periods

Nice To Haves

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred

Responsibilities

• Serve as the primary point of contact for employee relations issues across plant floor and office populations, providing consistent, fair, and timely guidance.
• Lead workplace investigations from intake through resolution — conducting interviews, documenting findings, recommending outcomes, and ensuring appropriate follow-through.
• Partner with supervisors and area leaders on disciplinary matters, performance concerns, and conflict resolution, providing coaching and support throughout the process.
• Identify trends in employee relations issues and proactively recommend interventions before patterns escalate.
• Balance employee advocacy with business needs, ensuring decisions are consistent, defensible, and aligned with company values.
• Build strong, trusted relationships with supervisors and area leaders across all shifts and locations, serving as their go-to HR resource.
• Provide real-time coaching and guidance on people management challenges including performance conversations, attendance management, team dynamics, and communication.
• Help leaders understand not just what to do, but why — building their HR knowledge and confidence over time so they are more effective and more self-sufficient.
• Partner with leadership on development planning and identify skill gaps that can be addressed through targeted coaching, training, or structured feedback.
• Model a coaching mindset — asking questions that help leaders find the right answers rather than simply prescribing solutions.
• Proactively identify opportunities to improve HR programs, processes, policies, and the overall employee experience based on data, observation, and employee and leader feedback.
• Develop well-reasoned recommendations for new or enhanced initiatives and present them clearly to the VP, HR for review and approval.
• Once approved, take full ownership of initiative execution — developing project plans, communicating to stakeholders, managing timelines, and driving outcomes to completion.
• Track and communicate progress on active initiatives; flag risks early and bring solutions, not just status updates.
• Maintain working knowledge of federal, state, and local employment law and ensure HR practices remain compliant.
• Administer, communicate, and consistently apply HR policies across the organization; recommend policy updates when gaps or inconsistencies are identified.
• Support leave administration (FMLA, personal leave, ADA accommodations) and ensure processes are handled accurately and compassionately.
• Maintain accurate employee records, HR documentation, and data integrity in HRIS systems.
• Identify opportunities to streamline HR administrative processes without sacrificing quality or compliance.
• Partner with the VP, HR and operational leaders on workforce planning, headcount needs, and talent pipeline discussions.
• Support recruiting efforts as needed — including intake conversations, job description development, interview coordination, and candidate communication.
• Contribute to onboarding design and execution, with a focus on early engagement and reducing first-year turnover.
• Support performance review processes, succession planning conversations, and development planning at the supervisor and area leader level.
• Serve as a visible, approachable, and positive presence across all areas of the business — regularly walking the floor, engaging with employees, and maintaining a genuine connection to the workforce.
• Contribute to a culture of accountability, transparency, and continuous improvement by modeling those values in every interaction.
• Identify and surface employee engagement signals — both positive and concerning — and bring recommendations to the VP, HR on how to respond.
• Support internal communication efforts related to HR programs, policy changes, and company initiatives.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level