Human Resources Manager

. Crane Worldwide Logistics . • Houston, TX

9d • Onsite

About The Position

Serve as a primary HR business partner to leaders, managers, and employees across assigned business areas. Align HR priorities with business objectives to support operational performance and workforce needs. Provide strategic guidance on organizational effectiveness, workforce planning, employee relations, and policy interpretation. Participate in business reviews, operational meetings, and leadership discussions to provide HR insight and recommendations. Analyze workforce trends and HR metrics to identify opportunities and recommend practical solutions. Coach and advise managers on employee relations matters, performance management, coaching conversations, corrective actions, investigations, and policy application. Lead or support complex employee relations investigations while ensuring fair, consistent, and legally compliant outcomes. Partner with leaders to resolve workplace issues and promote positive employee relations. Build manager capability through ongoing coaching and guidance on effective leadership practices. Partner with leaders to address workforce challenges and support business objectives through effective people practices. Coach managers on performance management, employee development, corrective action, and policy interpretation. Partner with Talent Acquisition to support hiring, onboarding, and workforce planning needs. Partner with Talent Acquisition to support hiring efforts, onboarding, and workforce planning for hourly and salaried positions. Identify training and development needs and collaborate with HR leadership to recommend practical solutions. Support organizational changes and workforce transitions while ensuring positive employee experience. Ensure consistent application of company policies, procedures, and employment practices across all supported locations. Maintain compliance with federal, state, and local employment laws. Partner with HR Centers of Excellence, including Benefits, Compensation, Payroll, Talent Acquisition, and HRIS, to deliver effective HR services. Support audits, compliance initiatives, and documentation requirements. Drive consistency in HR processes, documentation, and reporting across the business.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Minimum of at least 5 years of progressive Human Resources experience.
• Minimum of 3 years of leadership experience managing HR professionals.
• Experience supporting multi-site, operational, or field-based business environments preferred.
• Strong knowledge of federal, state, and local employment laws.
• Demonstrated success partnering with operational leadership in a fast-paced environment.
• Strong critical thinking skills with the ability to navigate ambiguity, exercise sound judgment, and operate effectively in gray areas.

Responsibilities

• Serve as a primary HR business partner to leaders, managers, and employees across assigned business areas.
• Align HR priorities with business objectives to support operational performance and workforce needs.
• Provide strategic guidance on organizational effectiveness, workforce planning, employee relations, and policy interpretation.
• Participate in business reviews, operational meetings, and leadership discussions to provide HR insight and recommendations.
• Analyze workforce trends and HR metrics to identify opportunities and recommend practical solutions.
• Coach and advise managers on employee relations matters, performance management, coaching conversations, corrective actions, investigations, and policy application.
• Lead or support complex employee relations investigations while ensuring fair, consistent, and legally compliant outcomes.
• Partner with leaders to resolve workplace issues and promote positive employee relations.
• Build manager capability through ongoing coaching and guidance on effective leadership practices.
• Partner with leaders to address workforce challenges and support business objectives through effective people practices.
• Coach managers on performance management, employee development, corrective action, and policy interpretation.
• Partner with Talent Acquisition to support hiring, onboarding, and workforce planning needs.
• Partner with Talent Acquisition to support hiring efforts, onboarding, and workforce planning for hourly and salaried positions.
• Identify training and development needs and collaborate with HR leadership to recommend practical solutions.
• Support organizational changes and workforce transitions while ensuring positive employee experience.
• Ensure consistent application of company policies, procedures, and employment practices across all supported locations.
• Maintain compliance with federal, state, and local employment laws.
• Partner with HR Centers of Excellence, including Benefits, Compensation, Payroll, Talent Acquisition, and HRIS, to deliver effective HR services.
• Support audits, compliance initiatives, and documentation requirements.
• Drive consistency in HR processes, documentation, and reporting across the business.

Benefits

• Quarterly Incentive Plan
• 136 hours of Paid Time Off which equals 17 days for the year, that can be used for Sick Time or for Personal Use
• Excellent Medical, Dental and Vision benefits
• Tuition Reimbursement for education related to your job
• Employee Referral Bonuses
• Employee Recognition and Rewards Program
• Paid Volunteer Time to support a cause that is close to your heart and contributes to our communities
• Employee Discounts
• Wellness Incentives that can go up to $100 per year for completing challenges, in addition to a discount on contribution rates

What This Job Offers

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