Human Resources Manager

CEL - Critical Power•Williamsburg, VA

11d•Onsite

About The Position

CEL Critical Power is seeking an experienced, hands-on Human Resources Manager to support its growing U.S. operations. The role partners with leaders, managers, and employees across manufacturing, engineering, quality, supply chain, warehouse, and corporate functions. Reporting to the Director of Human Resources – USA, the HR Manager manages day-to-day HR operations and advises on employee relations, performance management, workforce planning, compliance, employee engagement, and organizational development. The successful candidate combines strong U.S. employment-law knowledge with sound judgment, analytical capability, and a practical approach. The role involves advising leadership, coaching managers, handling complex employee matters, and maintaining a visible HR presence on the manufacturing floor. This is a fully onsite position, Monday through Friday, with stated hours of 7 a.m. to 4 p.m. Hybrid and remote arrangements are not available. The position requires flexibility to support multiple shifts and occasional travel as business needs require. CEL is launching its first U.S. manufacturing plant and offers the opportunity to contribute to its expansion, work on international projects and documentation standards, and collaborate with colleagues across North America. The company describes opportunities for structured career development, professional training, and leadership growth.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
8+ years of progressive Human Resources experience, including HR Manager, HR Business Partner, Senior HR Generalist, or comparable experience.
3+ years supporting manufacturing, production, industrial, engineering, or a similar operational environment.
Strong knowledge of U.S. federal and state employment laws and hands-on experience with employee relations, investigations, corrective action, and performance management.
Proven ability to advise leaders, coach managers, and hold managers accountable for effective people management.
Experience supporting a fast-growing or rapidly changing organization.
Strong analytical skills and experience using HR metrics and workforce data to support decisions.
Experience with HRIS systems, employee records, HR operations, and process improvement.
Strong communication, judgment, discretion, documentation, and organizational skills.
Ability to manage multiple priorities independently in a fast-paced environment.

Nice To Haves

PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
Multi-state HR experience.
Compensation or job architecture experience.
HRIS implementation experience.
HR analytics experience.
Experience in a global organization.

Responsibilities

Partner with leaders on workforce planning, organizational needs, staffing, employee development, succession planning, and HR strategy.
Provide day-to-day HR guidance to managers and employees on performance, attendance, conduct, policies, and workplace concerns.
Manage employee relations matters and workplace investigations, escalating significant matters to the HR Director and legal counsel when appropriate.
Coach managers on performance management, corrective action, documentation, employee development, and consistent application of policies.
Ensure compliance with applicable federal, state, and local employment laws, including FLSA, FMLA, ADA, EEO, USERRA, and wage and hour requirements.
Manage employee leave, workplace accommodations, return-to-work matters, and related documentation.
Maintain a visible HR presence on the manufacturing floor and partner with operations leadership on turnover, attendance, scheduling, retention, and workforce challenges.
Manage and support performance reviews, talent planning, succession planning, promotions, compensation changes, and organizational changes.
Partner with Talent Acquisition and business leaders on hiring, workforce planning, and onboarding.
Support compensation benchmarking, merit/COLA reviews, bonus programs, recognition, and employee engagement initiatives.
Use HR data and workforce metrics to identify trends, measure outcomes, and recommend solutions.
Manage day-to-day HR operations and employee lifecycle processes, including onboarding, transfers, promotions, status changes, and offboarding.
Maintain HRIS data integrity and accurate, compliant employee records and documentation.
Develop, implement, and consistently administer HR policies, procedures, and programs.
Support HR audits, compliance reviews, required reporting, and recordkeeping.
Identify and implement improvements to HR processes, systems, workflows, and internal controls.
Support organizational change, employee communications, training, and leadership development initiatives.
Supervise, coach, and develop assigned HR team members and ensure consistent delivery of HR services.
Lead assigned HR projects from planning through implementation.
Provide HR leadership and operational coverage in the absence of the HR Director.