HR Manager

Veteran Hiring Solutions•Sedalia, MO

21d•$117,700 - $143,000

About The Position

The HR Manager will take full ownership of the division’s human resources function, allowing the current supervisor to focus exclusively on accounting. The role is intended to preserve the division’s people-centered culture while providing visible, approachable HR support to approximately 200 teammates working across shifts in a mill operation. The HR Manager is expected to spend time on the plant floor, learn employees’ names, and become a trusted point of contact for concerns before they escalate. The position will develop the HR teammate through a structured 12-month plan and transfer additional responsibilities to that teammate. The HR Manager will lead payroll and attendance processes, recruit for approved full-time openings, administer benefits and leave, and handle employment matters including investigations, terminations, and teammate concerns. The role also calls for a close working partnership with the Controller and current supervisor, a low-ego approach, and a long-term commitment to the local community. The job posting lists a base salary of $117,700 to $143,000 and eligibility for the company’s ROA bonus. The role is based at a manufacturing mill; no specific workplace arrangement is stated.

Requirements

Must have served in the U.S. Army, U.S. Navy, U.S. Marine Corps, U.S. Air Force, U.S. Coast Guard, U.S. Space Force, U.S. Reserves, or U.S. National Guard.
Bachelor’s degree in Human Resources or a related field; the posting also describes an accredited degree earned during or after military service as a military equivalent.
At least 3 years of leadership experience directly leading and developing people or teams.
At least 5 years of Human Resources experience.
No relatives may be employed at the division.
Must be legally authorized to work in the United States without current or future sponsorship.

Nice To Haves

Human Resources experience in a manufacturing environment.
Knowledge of federal and state employment law.
Experience with SAP SuccessFactors.
Experience with Workforce Solutions timekeeping.
Experience with enterprise HR systems such as DEERS, iPERMS, or MyPay.

Responsibilities

Assume full ownership of the HR function within 90 days, so HR decisions no longer route through the current supervisor.
Meet employees across shifts and crews in person, becoming a familiar and visible presence on the plant floor.
Create and execute a 12-month development plan for the HR teammate, transferring at least two new HR responsibilities to her by month six.
Deliver weekly payroll cycles and address attendance disputes.
Recruit for approved full-time openings and develop a documented local candidate pipeline, including a relationship with the nearby Air Force base’s transition programs.
Conduct fall 2027 open enrollment and administer FMLA, ADA, and HIPAA responsibilities.
Handle investigations, terminations, and teammate concerns, addressing conflict directly and with sound judgment.
Build a close working partnership with the Controller and current supervisor and support a people-first workplace culture.

Benefits

Eligible for the company’s ROA bonus; structure, target percentage, and payout timing were not provided.
Company-funded profit sharing; the posting describes approximately 10 cents of every pre-tax dollar earned, with about 20% paid in cash and the remainder placed into a trust. Immediately 100% vested on the first deposit; must start on or before December 1 to qualify for the current plan year.
401(k) match on the first 7% contributed; eligible the first of the month after 30 days.
Employee stock purchase plan through payroll deduction, with the company adding 10 cents per employee dollar; eligible after six months.
Medical, dental, and vision coverage. Medical plan details include no deductible, 67% in-network coinsurance, and an out-of-pocket cap of 7% of annual earnings. Employee medical premium is $27.12 per week, reduced by $10 per week with the company health assessment; spouse and child premiums are also specified.
Vacation time of 120 hours after six months for qualifying hires or the following year, increasing to 160 hours at 10 years; one personal day after 90 days; ten paid holidays after 30 days.
Salary continuation for up to 13 weeks.
Paid parental leave: 12 weeks for a birth parent and 4 weeks for a non-birth parent.
Paid adoption leave of 12 weeks after six months.
Tuition reimbursement of up to $5,250 per year.
Children’s scholarships of up to $5,000 per year for four years.
Spouse education assistance of up to $2,625 per year for two years.
Basic life insurance at 1x earnings at no cost, up to $150,000, with optional coverage tiers up to 6x earnings.
Voluntary long-term disability coverage at 50% or 60% of earnings.