Human Resources Manager
About The Position
The Human Resources Manager plays a critical role in supporting the people and culture of Urethane Systems USA LLC, a leader in advanced urethane and chemical-based solutions. This position is responsible for providing comprehensive HR leadership across multiple business functions, including chemical manufacturing operations and a specialized technical center environment. The role partners closely with leadership and employees to align human resources strategies with business objectives, ensure compliance with applicable employment and safety regulations, and foster a high-performance, compliant, and engaged workforce. The ideal candidate will bring a strong understanding of HR practices within regulated manufacturing settings, combined with the ability to support technical, engineering, and professional teams in a dynamic and innovation-driven organization.
Requirements
- Bachelor’s degree in human resources, Business Administration, or Industrial Relations.
- 7+ years of progressive HR experience, including labor relations and multi-site support in a manufacturing environment.
- Experience working within systems including Microsoft Excel, Word, PowerPoint, Access, and Outlook; Proficiency with HRIS platforms including SuccessFactors and UKG Pro.
- Strong leadership and relationship-building abilities.
- Excellent negotiation, communication, and conflict-resolution skills.
- Ability to influence leaders and drive accountability.
- Strong analytical and decision-making skills.
- High discretion, emotional intelligence, and professionalism.
Responsibilities
- Partner with managers and supervisors across multiple locations to drive employee performance and development through coaching on performance evaluations, progressive discipline, and connecting managers with learning resources.
- Serve as a trusted advisor and visible HR presence on manufacturing floors, providing proactive counsel to supervisors and managers on employee relations matters including conflict resolution, grievances, safety concerns, and disciplinary actions.
- Responsible for ensuring that all documentation related to employee performance, conflicts, safety, coaching, terminations, etc., meets professional standards and is maintained in a confidential manner.
- Manager union relationships, grievances, and contract interpretation.
- Lead the progressive discipline process, ensuring consistent application of company values and fair treatment across all employee relations matters. Coach managers through difficult conversations and performance improvement planning.
- Partner with Talent Acquisition to conduct behavioral-based interviews for manufacturing and technical positions, ensuring candidate quality and cultural fit while maintaining hiring manager accountability for selection standards.
- Collaborates with internal/external trainers and managers to ensure timely and ongoing delivery of safety training, technical skills development, cross-training initiatives, and leadership development for supervisors and managers. This includes onboarding programs tailored to manufacturing roles and compliance training requirements. Maintains alignment with the Talent & Development Manager on training initiatives.
- Partners with the management team to ensure that operator scheduling and shift coverage planning aligns with production capacity.
- Ensure compliance with federal, state, and local employment laws including FMLA, ADA, OSHA, and wage-hour regulations. Manage reasonable accommodation requests, leave administration follow-up, workers' compensation cases, and return-to-work processes.
- Monitor and analyze key HR metrics including turnover by shift/department, absenteeism patterns, overtime trends, time-to-fill for critical roles, and safety incident rates. Provide data-driven recommendations to manufacturing leadership.
- Actively participate in safety committees, continuous improvement activities, and production meetings, contributing HR insights and identifying opportunities for process improvement and employee engagement.
- Conduct stays interviews and exit interviews and utilizes this data to recommend improvements/changes to the management team with the focus of engagement and long-term retention. Drive improvements in voluntary and involuntary attrition.
- Drive engagement and continuous improvement mindset.
- Assists employees with questions related to policy, time management, payroll, code of conduct and acts as a resource for information.
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What This Job Offers
Job Type
Full-time
Career Level
Manager
Number of Employees
11-50 employees
