HR Manager

American Rheinmetall•Lansing, MI

About The Position

The HR Manager plans and implements the organization’s human resources management and development strategy. This includes recruitment and selection, discipline, grievance handling, counseling, compensation and working conditions, training and development, employee morale and motivation, workplace culture, performance appraisals, and quality management systems. The role ensures compliance with applicable employment laws and oversees HR policies, procedures, reporting, recruitment, onboarding, employee records, training, employee relations, performance management, compensation, benefits, workers’ compensation, employee separations, workforce analysis, and employment-related proceedings. The HR Manager also contributes to organizational planning and HR strategies that support business objectives. The position directly supervises employees in the Human Resource Department and carries out supervisory responsibilities in accordance with company policies and applicable laws. Candidates must meet company standards for background checks, employment and reference verification, physical examination, and controlled substance testing, and be able to obtain and maintain suitability requirements for access to classified information.

Requirements

Demonstrated knowledge of federal and state employment laws, HR policies, and employee relations practices.
Experience conducting workplace investigations, resolving employee relations issues, and advising managers on personnel matters.
Strong interpersonal, communication, problem-solving, and organizational skills.
Ability to handle confidential information and build effective working relationships.
Bachelor’s degree in Human Resources, Business Administration, or a related field, plus at least five years of progressive HR experience in employee relations, talent acquisition, performance management, compensation, and compliance; or an equivalent combination of education, training, and experience.
Must meet company standards for background check, employment verification, reference checks, physical examination, and controlled substance testing.
Must be able to obtain and maintain suitability requirements for access to classified information.
With or without reasonable accommodation, must have the physical and mental capacity to perform the essential functions.

Nice To Haves

Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

Responsibilities

Ensure compliance with applicable federal, state, and local employment laws and regulations, and oversee the development and administration of HR policies, procedures, and reporting requirements.
Lead full-cycle recruitment, including sourcing, interviewing, evaluating, and selecting candidates.
Plan, coordinate, and facilitate employee onboarding and orientation.
Maintain accurate and confidential employee records, including employment actions, benefits enrollment, performance reviews, and workforce data for regulatory reporting.
Develop and coordinate training for managers and employees on interviewing, hiring practices, performance management, workplace safety, harassment prevention, and other employment-related topics.
Advise managers and employees on employee relations, conflict resolution, workplace investigations, and policy interpretation.
Respond to inquiries about HR policies, procedures, programs, benefits, and employment practices.
Administer and improve the performance management process to support consistency, effectiveness, compliance, and organizational objectives.
Oversee compensation administration, including salary structures, pay practices, internal equity, market competitiveness, and regulatory compliance.
Manage employee benefits programs, including health, dental, vision, life, disability, retirement, leave administration, and employee assistance programs.
Coordinate workers’ compensation activities, investigate workplace injuries and incidents, and prepare required documentation and reports.
Administer employee separations, including termination documentation, exit interviews, and compliance with applicable policies and legal requirements.
Analyze workforce metrics and trends, including turnover, absenteeism, and employee engagement, and recommend improvements to retention and organizational effectiveness.
Represent the organization in employment-related proceedings, audits, investigations, unemployment hearings, and interactions with regulatory agencies.
Participate in organizational planning and develop and implement HR strategies supporting business objectives.
Directly supervise HR Department employees, including interviewing, hiring, training, planning and assigning work, directing work, appraising performance, rewarding and disciplining employees, addressing complaints, and resolving problems.
Perform other duties as assigned.