Human Resources Manager

Aston Carter•Chattanooga, TN

6d•$120,000 - $140,000•Onsite

About The Position

The Human Resources Manager leads and administers human resources functions for a manufacturing facility, including employee relations, talent acquisition, performance management, compensation and benefits, compliance, training and development, workforce planning, and employee engagement. The role serves as a strategic business partner to plant leadership, advancing operational goals, workforce effectiveness, and a positive employee experience while ensuring compliance with employment and labor regulations. The HR Manager supports a high-performing workforce and organizational growth while fostering safety, accountability, continuous improvement, and employee engagement. The position works across plant and corporate leadership, employees, supervisors, and managers. The work setting combines office and manufacturing-floor environments, and occasional travel to other facilities or corporate locations may be required. Availability to support multiple shifts and respond to employee relations or operational issues is needed. This is a contract-to-hire, fully onsite position based in Chattanooga, Tennessee. The posting lists pay as $43–$54 per hour and also lists an annual range of $120,000–$140,000. Individual compensation depends on qualifications, skills, relevant experience, job knowledge, location, internal equity, and other job-related factors. The position may offer yearly bonuses based on production and company performance, a total rewards package, growth opportunities, competitive pay, and a flexible work schedule. The anticipated application deadline is November 13, 2026.

Requirements

Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related field.
Progressive human resources experience; the posting states “710 years.”
HR leadership or management experience; the posting states “Minimum of 35 years.”
Experience supporting both hourly and salaried employee populations.
Thorough knowledge of federal, state, and local employment laws and regulations.
Strong understanding of manufacturing operations and workforce dynamics.
Ability to build relationships and influence leaders at all organizational levels.
Strong communication, conflict resolution, and coaching skills.
Strong analytical and problem-solving capabilities.
Ability to maintain confidentiality and exercise sound judgment.
Proficiency in Microsoft Office, HRIS platforms, payroll systems, and workforce analytics tools.
Strong leadership and project management skills.
Ability to regularly move throughout production, warehouse, and office environments; sit, stand, walk, and use a computer for extended periods; and occasionally lift up to 25 pounds.
Availability to support multiple shifts and respond to employee relations or operational issues as needed.

Nice To Haves

Master's degree.
Previous experience in a manufacturing, industrial, distribution, or production environment.
SHRM-SCP, SHRM-CP, SPHR, or PHR certification.
Experience in both union and non-union manufacturing environments.
Experience in multi-site manufacturing operations.
Knowledge of Lean Manufacturing, Continuous Improvement, or Six Sigma principles.

Responsibilities

Partner with plant leadership to develop and execute workforce strategies aligned with business objectives.
Coach managers and supervisors on HR policies, employee development, performance management, and workforce issues.
Support organizational change initiatives and continuous improvement efforts.
Analyze workforce metrics and trends to identify opportunities to improve retention, productivity, and employee engagement.
Collaborate with corporate HR and operational leadership on company-wide initiatives.
Lead employee relations activities and ensure consistent application of company policies and procedures.
Conduct and oversee investigations involving complaints, workplace concerns, policy violations, and disciplinary matters.
Advise leaders on corrective action, performance improvement plans, and employment decisions.
Support conflict resolution and problem-solving across the organization.
Develop recruiting strategies and manage full-cycle recruitment for hourly and salaried manufacturing, maintenance, engineering, logistics, and administrative roles.
Partner with department leaders on workforce forecasts and succession planning.
Oversee onboarding programs and maintain partnerships with technical schools, workforce development organizations, and community resources.
Lead performance management processes, including goal setting, evaluations, coaching, and development planning.
Identify leadership development and training opportunities; coordinate compliance, safety, leadership, technical skills, and career development training.
Support succession planning and high-potential employee development, and promote continuous learning and improvement.
Administer compensation programs, pay practices, and annual salary planning; support competitive and equitable compensation practices.
Oversee benefits administration and employee communications, and support recognition, wellness, and engagement programs.
Monitor compensation and benefits trends to support recruitment and retention.
Ensure compliance with federal, state, and local employment laws and regulations, including FLSA, FMLA, ADA, EEO, OSHA, and workers compensation requirements.
Oversee employee recordkeeping, documentation, HR audits, and corrective actions; manage unemployment claims and employment-related matters.
Mitigate organizational risk through policy administration and employee relations management.
Partner with EHS leadership on safety culture, initiatives, training, and employee accountability.
Oversee workers compensation administration and return-to-work programs; analyze injury trends and participate in safety committees and facility safety initiatives.
Oversee HRIS systems, employee records, workforce reporting, and HR metrics; develop action plans based on data and business needs.
Manage HR budgets and department resources.
Ensure accurate payroll and timekeeping processes in partnership with payroll personnel.
Where applicable, support labor relations, contract administration, grievance resolution, labor-management meetings, union relationships, and compliance with collective bargaining agreements.