Human Resources Manager

McGill Hose & Coupling Inc•East Longmeadow, MA

12d

About The Position

The Human Resources Manager owns the company’s HR function end to end, shaping employment strategy, policy, and compliance across all McGill Hose & Coupling locations. This is a hands-on, high-ownership role covering recruitment, employee relations, compensation strategy, benefits administration, training, and regulatory compliance across Massachusetts, Rhode Island, and Connecticut. You will act as a trusted advisor to the President, translating business strategy into HR programs that strengthen culture, engagement, and legal compliance. The ideal candidate is a strategic, business-minded HR leader with strong judgment, the ability to build relationships at every level, and the discretion to handle confidential matters with care.

Requirements

2–5 years of progressive HR experience, including owning a full HR function
Experience in a manufacturing or industrial environment preferred, but not required.
Experience leading HR strategy across multiple states, with working knowledge of Massachusetts, Rhode Island, and Connecticut employment law.
Hands-on experience with compensation strategy and pay-equity compliance, including salary-range transparency requirements, strongly preferred.
Experience across core HR disciplines, including organizational health, recruitment, benefits, employee relations, and compensation structures such as commission-based sales compensation.
Ability to build strong, empathetic connections with employees at all levels, leading through influence rather than authority alone.
Ability to coach, influence, and mentor employees and management through complex or difficult issues.
Strategic thinker who can translate vision and mission into concrete HR programs and measurable outcomes.
Must be authorized to work in the United States and able to pass a pre-employment background check as required.

Nice To Haves

SHRM-CP or SHRM-SCP certification strongly preferred.
Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification a plus.

Responsibilities

Own recruitment strategy end to end, identify staffing needs across all levels and locations, and build the company’s employer brand around its core values, culture, and employee engagement.
Serve as a strategic partner to the President and senior management, ensuring HR initiatives align with company-wide plans and priorities.
Own the onboarding process for all new employees, ensuring a smooth, consistent, positive experience from offer through first-year milestones.
Serve as the primary liaison between employees and management, leading the resolution of workplace issues and investigations with sound judgment and discretion.
Author, implement, and maintain company policies, procedures, and the Employee Handbook, ensuring full compliance with federal law and Massachusetts, Rhode Island, and Connecticut employment regulations. Investigate and resolve employment-practice issues, escalating to outside counsel as needed.
Design and oversee performance appraisal systems, identify career-development and succession-planning needs, and coach managers through performance improvement plans.
Identify company-wide training needs and coordinate professional development, partnering with Sales on product training and maintaining a roadmap for industry training (e.g., NAHAD, Danfoss).
Lead clear, timely company-wide communication on policy, benefits, and organizational changes.
Administer and educate employees on benefit programs, including health insurance and retirement plans. Own compensation strategy and pay-equity practices, including compliance with the Massachusetts Wage Transparency Act, maintaining defensible pay ranges and responding to pay-range requests.
Monitor federal and state employment-law developments, including Massachusetts Paid Family and Medical Leave, Earned Sick Time, the Personnel Records Law, and the Equal Pay Act, and update policy and practice to stay compliant across all jurisdictions.
Investigate and report on workplace accidents, coordinating with the insurance carrier and affected employees through resolution.
Maintain accurate, legally compliant employee records, including responding to personnel-record access requests within statutory timeframes.
Prepare and analyze HR reports and market conditions to inform decisions on staffing, compensation, and workforce planning.
Manage drug testing, background checks, and pre-employment screening, ensuring consistent application and legal defensibility.