Human Resources Manager

Inotiv•Indianapolis, IN

13d•Onsite

About The Position

The Human Resources Manager serves as a strategic business partner and trusted advisor to leaders across one or more sites, business units, or operational functions. This role supports employee populations of varying size and complexity, including environments with elevated regulatory, operational, employee relations, or organizational challenges. The HR Manager provides expertise in employee relations, performance management, workforce planning, organizational effectiveness, talent strategy, and compliance while aligning people initiatives with business objectives. The HR Manager exercises substantial independent judgment in resolving complex workforce issues and serves as the primary HR resource for organizational challenges, workforce planning, employee relations matters, and business initiatives. Partnering closely with business leaders and Corporate Centers of Excellence (COEs), including Talent Acquisition, Compensation, Benefits, Payroll, Safety, and Learning & Development, this role develops and executes workforce strategies that support organizational growth, strengthen talent pipelines, enhance employee engagement, and drive business results. The HR Manager leads key people initiatives, ensures consistent application of HR programs and policies, and may provide leadership, coaching, and development support to HR team members. This role provides support to corporate employees located at the corporate office and to remote corporate employees across the organization. This is an onsite position based in Indianapolis, IN.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
5 years of progressive HR experience, including at least 2+ years in an HRBP or equivalent advisory role supporting mid- to senior-level leaders.
Solid knowledge of federal and state employment laws, HR compliance, and regulatory requirements, including FMLA, ADA, EEO, and FLSA.
Strong business acumen and proven ability to consult with senior leadership on people strategy, change management, and organizational planning.
Demonstrated expertise in employee relations, performance management, leadership coaching, and conflict resolution.
Experience using HR analytics and workforce data to influence decision-making.
Proven ability to operate in a matrixed or multi-site environment with competing priorities.
Proficiency in HRIS platforms (e.g., Workday, SuccessFactors, UKG) and Microsoft Office Suite.

Nice To Haves

Advanced HR certification (e.g., SHRM-SCP, SPHR) strongly preferred.
Prior experience managing a team of direct reports.
Experience leading or supporting organizational change, restructuring, or M&A integration activities.
Background in fast-paced industries such as manufacturing, logistics, tech, or healthcare.

Responsibilities

Partner with site leaders, managers, and cross-functional teams to address complex employee relations matters, workforce challenges, and organizational issues while driving HR initiatives that support business objectives.
Build strong relationships across all leadership levels, providing coaching and guidance on employee relations, performance management, promotions, development planning, and organizational effectiveness.
Lead workforce planning activities in partnership with Finance and Operations, including headcount forecasting, Annual Operating Plan (AOP) labor planning, staffing strategies, and workforce risk identification.
Partner with leadership, Finance, and Total Rewards to support annual compensation activities, including merit planning, promotional increases, market adjustments, pay equity considerations, and compensation recommendations.
Manage employee relations matters, including investigations, performance issues, terminations, position eliminations, and employee separations, ensuring fair, consistent, and legally compliant outcomes.
Manage and lead strategic HR projects and employee relations initiatives, including workplace investigations, compliance programs, policy development, process improvements, performance management, employee engagement, workforce planning, HRIS implementations, training initiatives, and organizational change management efforts.
Ensure compliance with employment laws, company policies, regulatory requirements, and HR processes by conducting audits, maintaining appropriate documentation, and proactively mitigating organizational risk.
Partner with Talent Acquisition and business leaders to support recruitment, staffing strategies, interviewing activities, onboarding, and workforce planning efforts.
Oversee onboarding processes, ensuring completion of required documentation, employment verification, orientation, and mandatory training in accordance with company policies and regulatory requirements.
Administer employee accommodation and leave programs, including ADA, FMLA, and other protected leave processes, partnering with employees, leaders, benefits, and other stakeholders to ensure compliance and effective case management.
Conduct stay interviews, exit interviews, and employee engagement initiatives to support retention efforts, strengthen workplace culture, and enhance the employee experience.
Lead site employee engagement and culture initiatives, utilizing employee feedback, workforce data, and business priorities to develop action plans that enhance retention, engagement, communication, and overall employee experience.
Support site safety initiatives and assist with workers' compensation administration in partnership with operations, safety, and benefits teams.
Manage the creation, review, and maintenance of job descriptions to ensure alignment with organizational structure, job responsibilities, and compensation frameworks.
Analyze and report workforce metrics, trends, and organizational data to support leadership decision-making, workforce planning, and business objectives.
Collaborate with leadership to design, deploy, and manage key talent processes such as performance management, succession planning, and workforce development.
Ensure effective utilization and data integrity of HR systems while supporting employee inquiries, reporting needs, and process improvements.
Lead or participate in cross-functional HR projects, organizational changes, restructuring efforts, performance calibration activities, budgeting cycles, and other strategic business initiatives.
Provide leadership, direction, and development support to assigned HR team members while coordinating HR coverage and support across multiple sites as business needs require.
Manage and lead special projects as assigned by HR leadership, including conducting and overseeing sensitive, complex workplace investigations across the organization.
May supervise direct reports as determined by business needs.
Exercises substantial independent judgement.
Perform other duties as assigned.