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, pay and conditions, training and development, employee morale and motivation, workplace culture, performance appraisals, and quality management systems. The role oversees compliance with employment laws and regulations and administration of HR policies, procedures, and reporting. It leads recruitment, onboarding, employee records administration, training, employee relations, performance management, compensation, benefits, workers’ compensation, employee separations, workforce analytics, 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. Responsibilities include hiring, training, assigning and directing work, appraising performance, rewarding and disciplining employees, and addressing complaints and problems. The employee must meet company background-check, employment-verification, reference-check, physical, and controlled-substance-testing standards, and must 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, and at least five years of progressive HR experience covering 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, and controlled substance testing.
Must be able to obtain and maintain suitability requirements for access to classified information.

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 development and administration of HR policies, procedures, and reporting requirements.
Lead full-cycle recruitment, including sourcing, interviewing, evaluating, and selecting qualified candidates.
Plan, coordinate, and facilitate new 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 matters.
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, market competitiveness, internal equity, 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 policies and legal requirements.
Analyze workforce metrics and trends, including turnover, absenteeism, and employee engagement, and recommend retention and organizational-effectiveness strategies.
Represent the organization in employment-related proceedings, audits, investigations, unemployment hearings, and interactions with regulatory agencies.
Participate in organizational planning and contribute to HR strategies that support business objectives.
Directly supervise Human Resource Department employees, including interviewing, hiring, training, assigning and directing work, appraising performance, rewarding and disciplining employees, and resolving complaints and problems.
Perform other duties as assigned.