Human Resources Manager

CEL•Williamsburg, VA

10d•Onsite

About The Position

CEL Critical Power is seeking an experienced, hands-on Human Resources Manager to support its growing U.S. operations. The role partners with leaders, managers, and employees across manufacturing, engineering, quality, supply chain, warehouse, and corporate functions. Reporting to the Director of Human Resources – USA, the HR Manager manages day-to-day HR operations and advises on employee relations, performance management, workforce planning, compliance, employee engagement, and organizational development. The position calls for strong U.S. employment-law knowledge, sound judgment, analytical capability, and a practical approach, as well as comfort advising leadership, coaching managers, handling complex employee matters, and maintaining a visible HR presence on the manufacturing floor. This is a fully onsite position, Monday through Friday, with hours of 7 a.m. to 4 p.m. The role involves regular presence in office and manufacturing environments, interaction with production-floor employees, compliance with safety and PPE requirements, flexibility to support multiple shifts, and occasional travel as business needs require. CEL highlights its 42 years of industry experience and the opportunity to contribute to its first U.S. manufacturing plant and global expansion. The company also describes opportunities to collaborate on international projects and documentation standards, work with engineering and other teams and global vendors, and contribute to CEL’s growth across the U.S. It offers structured career development, professional training, and leadership opportunities.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
At least 8 years of progressive Human Resources experience, including HR Manager, HR Business Partner, Senior HR Generalist, or comparable experience.
At least 3 years supporting manufacturing, production, industrial, engineering, or a similar operational environment.
Strong knowledge of U.S. federal and state employment laws and hands-on experience with employee relations, investigations, corrective action, and performance management.
Proven ability to advise leaders, coach managers, and hold managers accountable for effective people management.
Experience supporting a fast-growing or rapidly changing organization.
Strong analytical skills and experience using HR metrics and workforce data to support decisions.
Experience with HRIS systems, employee records, HR operations, and process improvement.
Strong communication, judgment, discretion, documentation, and organizational skills.
Ability to manage multiple priorities independently in a fast-paced environment.
Ability to comply with applicable safety and PPE requirements.
Flexibility to support multiple shifts and occasional travel as business needs require.

Nice To Haves

PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
Multi-state HR experience.
Compensation or job architecture experience.
HRIS implementation experience.
HR analytics experience.
Global organization experience.

Responsibilities

Partner with leaders on workforce planning, organizational needs, staffing, employee development, succession planning, and HR strategy.
Provide day-to-day HR guidance to managers and employees on performance, attendance, conduct, policies, and workplace concerns.
Manage employee relations matters and workplace investigations, escalating significant matters to the HR Director and legal counsel when appropriate.
Coach managers on performance management, corrective action, documentation, employee development, and consistent application of policies.
Ensure compliance with applicable federal, state, and local employment laws, including FLSA, FMLA, ADA, EEO, USERRA, and wage and hour requirements.
Manage employee leave, workplace accommodations, return-to-work matters, and related documentation.
Maintain a visible HR presence on the manufacturing floor and partner with operations leadership on turnover, attendance, scheduling, retention, and workforce challenges.
Manage and support performance reviews, talent planning, succession planning, promotions, compensation changes, and organizational changes.
Partner with Talent Acquisition and business leaders on hiring, workforce planning, and onboarding.
Support compensation benchmarking, merit/COLA reviews, bonus programs, recognition, and employee engagement initiatives.
Use HR data and workforce metrics to identify trends, measure outcomes, and recommend solutions.
Manage day-to-day HR operations and employee lifecycle processes, including onboarding, transfers, promotions, status changes, and offboarding.
Maintain HRIS data integrity and accurate, compliant employee records and documentation.
Develop, implement, and consistently administer HR policies, procedures, and programs.
Support HR audits, compliance reviews, required reporting, and recordkeeping.
Identify and implement improvements to HR processes, systems, workflows, and internal controls.
Support organizational change, employee communications, training, and leadership development initiatives.
Supervise, coach, and develop assigned HR team members and ensure consistent delivery of HR services.
Lead assigned HR projects from planning through implementation.
Provide HR leadership and operational coverage in the absence of the HR Director.