Human Resources Manager

Regal Rexnord•New Hartford, CT

26d•Onsite

About The Position

We are looking for a Human Resources Manager to lead HR support for a non-union manufacturing plant of approximately 180 employees. In this role, you will partner closely with plant leadership to drive business results through effective talent management, employee relations, compliance, engagement, and HR operational execution. This position directly supervises one HR Generalist and serves as a key member of the site leadership team.

Requirements

Bachelor’s degree in Human Resources, Business, or a related discipline
5+ years of Human Resources experience in a manufacturing environment.
Experience supporting a non-union workforce and advising leaders on employee relations, performance management, and policy interpretation.
Ability to objectively coach associates and management through complex issues.
Demonstrated ability to lead and manage change in a fast-paced environment.
Proficiency with Human Resource Information Systems (HRIS) for employee data management, reporting, and HR operations.
Proficiency with Microsoft Office Suite.
Ability to maintain a high level of confidentiality and exercise sound judgment when handling sensitive information.

Nice To Haves

PHR or SPHR certification preferred.
Workday and Dayforce experience preferred.

Responsibilities

Lead the effective implementation of HR initiatives, policies, and procedures in a non-union manufacturing environment, including talent development, compliance, benefits, payroll, onboarding, offboarding, training, compensation, and engagement processes.
Partner with plant leadership to support organizational effectiveness, workforce planning, associate engagement, and business priorities.
Manage complex employee relations matters, including gathering facts, conducting investigations, advising leaders, and recommending appropriate solutions.
Facilitate talent management processes, including performance reviews, succession planning, workforce planning, strategic human capital planning, and development planning.
Coach leaders on building high-performing teams, differentiating talent, increasing retention of top talent, and supporting associate development.
Serve as a liaison between employees and the benefits team, including supporting open enrollment communications, answering benefit questions, and partnering with internal resources as needed.
Use HR data and analytics to identify trends, provide actionable insights to plant leadership, and report monthly metrics as required.
Advise, counsel, and guide leaders and associates on the proper interpretation and application of HR policies, procedures, programs, employment laws, standards, and government regulations.
Maintain compliance with applicable federal and state employment and payroll regulations.