Human Resources Manager

Ice Industries • Bowling Green, OH

1d • Onsite

About The Position

The Human Resources Manager is a key on-site HR partner at two manufacturing facilities; Bowling Green, OH and Toledo, OH. This role reports directly to the Director of Human Resources with a dotted-line relationship to the Plant Manager, ensuring strong alignment between corporate HR strategy and daily plant operations. The HR Manager acts as a trusted advisor to plant leadership while providing day-to-day support to employees across three shifts. This position requires strong HR expertise, sound judgment, a hands-on approach, and the ability to balance strategic priorities with operational needs in a fast-paced manufacturing environment.

Requirements

• Minimum of 5+ years in a progressive HR role
• Experience with payroll processing and HR administration.
• Knowledge of labor laws and regulations
• Ability to work with and communicate (verbal and written) effectively within all levels of the organization and any external contacts.
• Ability to self-motivate, problem-solve, and work in a dynamic environment
• Extreme attention to detail and the ability to think strategically
• Must be detail-oriented with strong organizational and analytical skills.
• Must be computer literate and proficient with Windows, MS Office (Word, Excel, and PowerPoint), and a HRIS system.

Nice To Haves

• Bachelor's degree in business, human resources, or a related field
• SHRM-CP or willingness to obtain within the first year of employment
• Experience with Paycor or a similar HRIS system

Responsibilities

• Investigate employee issues, concerns, and workplace conflicts, ensuring fair, consistent, and confidential resolution in alignment with company policies and, where applicable, collective bargaining agreements.
• Serve as the HR point of contact for both union and non-union employees, building strong relationships with supervisors, employees, and union representatives to support positive employee relations.
• Administer and ensure compliance with collective bargaining agreements for union employees, including interpretation of contract provisions, responding to grievances, and supporting labor-management discussions.
• Manage and support the grievance process, including investigation, documentation, and participation in meetings, while ensuring consistency with company practices for non-union employee relations matters.
• Manage the recruiting process for all open positions, including sourcing, interviewing, hiring, and onboarding plant personnel, ensuring alignment with union hiring provisions (where applicable) and standard company practices.
• Manage payroll and timekeeping administration, ensuring accuracy and compliance with applicable laws, company policies, and union contract requirements (e.g., overtime rules, shift premiums, seniority considerations).
• Develop, recommend, implement, and enforce personnel policies and procedures, ensuring consistency across both union and non-union workforces.
• Maintain the work structure by updating job requirements and job descriptions for all positions, aligning union roles with job classifications outlined in labor agreements and non-union roles with organizational needs.
• Maintain and update attendance, recruitment, training, and other employee-related information within the HRIS and employee personnel files, ensuring data accuracy and compliance.
• Ensure organizational compliance with local, state, and federal regulations, as well as collective bargaining obligations, by maintaining required records, postings, and reports, including I-9, E-Verify, EEO, FMLA, and OSHA requirements.
• Administer employee benefit programs for both union and non-union employees, including health benefits enrollment, disability and life insurance claims management, and wellness program development, consistent with plan designs and labor agreements.
• Assist the corporate safety manager with new hire safety training, OSHA compliance, accident investigations, and workers' compensation claims, collaborating with leadership teams and union safety committees where applicable.
• Partner with plant leadership to ensure consistent application of performance management, disciplinary actions, and corrective measures across both union and non-union populations.
• Support workforce planning activities, including seniority tracking, job postings, promotions, layoffs, and recalls in union environments, as well as standard talent management practices for non-union staff.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level