HUMAN RESOURCE MANAGER

CENTURY ARMS, INC.•Georgia, VT

2d•$80,000 - $100,000

About The Position

The Human Resource Manager leads day-to-day HR operations and serves as the department’s second-in-command. The Manager converts HR strategy and policy into consistent operating practices, leads employee relations and compliance administration, supervises the HR Generalist and HR Administrator, and ensures reliable execution of payroll, benefits, leave, HRIS, records, and employee lifecycle processes across locations. The Manager acts for the HR Director when delegated and escalates high-risk, executive-level, or precedent-setting matters. The position is full-time and located in Vermont. Work is normally performed in a climate-controlled office and throughout a heated manufacturing and warehouse facility. The role requires occasional local travel and the ability to work additional hours, including early mornings, evenings, and weekends, as needed. The position reports to the Human Resource Director.

Requirements

Five to ten or more years of progressive HR experience, including substantial employee relations, investigations, leave and accommodation, HR operations, and manager-advisory responsibility.
Strong knowledge of federal employment requirements and ability to administer requirements applicable to Florida, Vermont, and other states where employees work.
Experience with HRIS, payroll, benefits, timekeeping, reporting, and applicant-tracking systems.
Strong investigation, writing, coaching, judgment, organization, and data-analysis skills.
Ability to maintain confidentiality and manage competing priorities.
Ability to travel between company locations as needed.
Ability to lift objects commonly found in offices, up to 20 lbs.
Ability to work at a computer for long periods, sit regularly, use hands to type and handle documents, and talk and hear using a telephone.
Ability to reach with hands and arms frequently; bend, stand, walk, stoop, kneel, crouch, or crawl occasionally.
Close vision ability.
Ability to work additional hours as needed; project timelines and workload may require more than 40 hours per week.
Ability to work full-time, including early mornings, evenings, and weekends as needed.
Mental processes for reasoning, remembering, mathematics, and English-language reading, writing, and speaking sufficient to perform duties efficiently.

Nice To Haves

Bachelor’s degree in human resources, business, or a related field; equivalent education and directly relevant experience may be considered.
At least three years of formal or functional leadership experience.
Experience in manufacturing, distribution, or another regulated, multi-site environment.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
ADP TotalSource or WFN experience.

Responsibilities

Direct daily HR operations, establish service priorities, monitor workload, and ensure consistent practices across sites.
Supervise, coach, and evaluate the HR Generalist and HR Administrator; establish assignments, backup coverage, service standards, and development plans.
Lead employee relations matters, workplace investigations, fact-finding, documentation, and recommendations in partnership with the HR Director and legal counsel as appropriate.
Coach managers on performance expectations, feedback, attendance, corrective action, policy interpretation, conflict resolution, and consistent documentation.
Administer and oversee FMLA, ADA accommodations and the interactive process, workers’ compensation employment coordination, state leave requirements, and return-to-work processes in coordination with EHS and benefit partners.
Administer day-to-day policies and lead handbook, procedure, form, and workflow updates for HR Director approval.
Oversee payroll and timekeeping coordination, HR data validation, employee deductions and status changes, issue resolution, internal controls, and vendor escalation while maintaining appropriate review and approval separation.
Oversee benefits administration, eligibility, enrollment support, employee communications, vendor issue resolution, required notices, and annual enrollment execution under the HR Director’s benefit strategy.
Maintain HRIS data integrity, security roles, workflows, reporting standards, audit readiness, and continuous process improvement.
Oversee personnel records, I-9 compliance, retention schedules, required postings, employee notices, and HR compliance audits.
Coordinate the onboarding handoff from Talent Acquisition and ensure consistent orientation, new-hire documentation, manager readiness, introductory-period follow-up, and offboarding.
Partner with the Talent Acquisition Manager on workforce priorities, job descriptions, internal movement, compensation approvals, hiring metrics, and recruiting-to-onboarding handoffs.
Partner with EHS on injury response, return-to-work coordination, required employee communications, training records, and corrective actions involving employee conduct or policy.
Develop and report HR operational metrics, including turnover, attendance, vacancies, leave, employee relations trends, service timeliness, and data quality.
Serve as acting HR department leader when designated by the HR Director.
Actively participate in and support the 5S process within the work area daily.
Perform other duties as assigned.
Resolve routine and moderately complex employee relations, policy, payroll, benefits, and operational matters within approved policy and precedent.
Escalate executive- or director-level matters, threatened claims, agency charges, significant accommodation disputes, high-risk terminations, reductions in force, policy exceptions, and precedent-setting decisions to the HR Director.
Recommend corrective action and termination decisions and obtain approvals required by the company’s authority matrix.
Approve routine HR transactions and offers within delegated authority; compensation exceptions require HR Director and Finance or executive approval.