HR Manager

IDEX•Linthicum, MD

About The Position

The HR Manager serves as a strategic business partner to the business leadership team, aligning people strategies with business priorities to drive organizational effectiveness, talent outcomes, and operational performance. This role leads and executes Human Resources programs across employee relations, talent acquisition, performance management, compensation, leadership development, compliance, workforce planning, and change management. The HR Manager provides data-driven guidance to leaders, champions a culture of trust, teamwork, and excellence, and ensures HR practices reflect IDEX values, policies, and applicable employment laws.

Requirements

Bachelor’s degree in Human Resources, Business, Psychology, or a related field.
Minimum of 5 years of progressive Human Resources experience, preferably in a manufacturing, operations, or multi-site environment.
Experience partnering with leaders to support business strategy, workforce planning, and organizational change.
Strong knowledge of federal, state, and local employment laws and Human Resources best practice.
Demonstrated strength in employee relations, coaching, conflict resolution, and handling sensitive matters with professionalism and confidentiality.
Proven ability to influence leaders, build strong relationships, and lead cross-functional initiatives.
Experience with performance management, talent reviews, succession planning, and organizational development.
Experience with compensation, workforce planning, and the use of HR data to support business decisions.
Strong verbal and written communication skills with the ability to influence and coach leaders at all levels.
Strong analytical, organizational, and problem-solving skills with attention to detail.
Experience with HRIS, Microsoft Office, and related systems used for reporting, analytics, and HR process execution.
High level of integrity, professionalism, and discretion in handling confidential information.

Nice To Haves

PHR/SPHR and/or SHRM-CP/SHRM-SCP certification preferred.
Ability to travel is approximately 20% as needed.

Responsibilities

Partner with site and business leadership to translate business strategy into people priorities, organizational plans, and workforce actions.
Lead employee relations matters, investigations, conflict resolution with sound judgment, professionalism, and compliance.
Ensure compliance with federal, state, and local employment laws, company policies, and ethical standards.
Coach leaders on organizational design, change management, performance expectations, team effectiveness, and employee engagement.
Lead workforce planning and talent acquisition activities in partnership with leaders, ensuring hiring strategies support current and future business needs.
Drive talent strategies including succession planning, internal mobility, retention, and leadership pipeline development.
Support onboarding, learning, and leadership development initiatives that build organizational capability and strengthen employee performance.
Partner with leaders on compensation planning and reward decisions to support attraction, retention, internal equity, and market competitiveness.
Facilitate talent reviews and succession planning discussions and partner with leaders to create actionable development plans for key talent.
Promote a culture of integrity and accountability, and support site adherence to IDEX policies, ethics expectations, and compliance requirements.
Partner with internal and external resources on immigration matters as needed, ensuring timely and compliant administration.
Use HR metrics, workforce data, and trends to inform decisions, monitor organizational health, and drive continuous improvement.
Lead performance management processes and coach leaders on goal setting, feedback, accountability, and performance differentiation.
Identify organizational capability gaps and partner with leaders on targeted development, staffing, and workforce solutions.
Lead engagement action planning and continuous improvement initiatives that enhance employee experience and HR process effectiveness.
Partner with Safety and external providers to manage workers’ compensation claims and related processes in compliance with legal and company requirements.
Balance business needs, employee experience, and cost considerations while driving process discipline and continuous improvement.
Leverage HRIS and related systems to support reporting, compliance, process execution, and business decision-making.
Ensure HR processes and transactions are timely, accurate, compliant, and aligned with internal controls and documentation standards.