Manager, Human Resources

Ajinomoto Health & Nutrition North America, Inc.•Itasca, IL

4d•$120,000 - $130,000

About The Position

The HR Manager leads day-to-day human resources operations for an assigned location and serves as a trusted advisor to leaders and employees. The role aligns people practices with business needs and provides guidance across workforce planning, talent management, employee and labor relations, performance management, organizational effectiveness, change management, employee engagement, and compliance. The HR Manager uses data and sound judgment to deliver practical solutions that strengthen performance, support growth, and promote a safe, inclusive, and compliant workplace. The position oversees HR operations, benefits, leave, payroll coordination, employee relations, investigations, recruitment, workforce planning, performance and talent development, engagement, wellness, analytics, policy compliance, and continuous improvement. The work takes place in a typical controlled-temperature office setting, with regular walkthroughs in a manufacturing setting, occasional work outside, and occasional travel. The role may involve hazardous elements and requires adherence to safety policies, SOPs, JHAs, and ISO standards. Physical requirements include sitting for up to six hours per day, occasional standing, walking, bending, overhead reaching, and lifting or carrying up to 10 pounds, as well as regular computer and writing tasks.

Requirements

Bachelor's degree in Human Resources, Business, or a related field, or an equivalent combination of education and relevant experience.
Five or more years of progressive HR Manager or comparable experience.
Three or more years of leadership experience, including responsibility for guiding or developing others.
Exceptional written, verbal, and presentation skills, with the ability to build trusted relationships with employees, strategic partners, and external stakeholders and navigate and resolve conflict.
Ability to work independently with strong attention to detail and a collaborative, adaptable, solutions-focused approach while managing multiple tasks, deadlines, and competing priorities.
Sound judgment, integrity, and discretion in handling sensitive information.
Proficiency in Microsoft Office applications, including Excel; advanced Excel functions for reporting and analysis are identified as a skill.
Ability to advise leaders and translate business needs into practical HR solutions.
Ability to follow and enforce safety policies, procedures described in SOPs and JHAs, and ISO standards.
Ability to sit for extended periods, typically up to six hours per day; occasionally stand, walk, bend, reach overhead, and lift or carry up to 10 pounds; regularly use hands and arms for computer work, writing, and other office tasks.

Nice To Haves

Manufacturing experience preferred.
SHRM or HRCI certification preferred.
Hands-on experience with UKG or a comparable HRIS platform preferred.

Responsibilities

Lead open enrollment activities and required audits in partnership with the Compensation and Benefits team.
Provide guidance on benefits, compensation, policies, and payroll matters, escalating complex issues to the appropriate expert.
Oversee leave, return-to-work, and accommodation processes in coordination with Payroll and third-party providers, ensuring compliance with applicable requirements.
Partner with Payroll and HRIS teams to resolve employee data, pay, and system issues accurately and promptly.
Provide direction and support for HR administrative work and data entry, as applicable.
Maintain personnel, medical, and Form I-9 records in accordance with applicable requirements.
Respond to unemployment claims and employment verification requests in a timely manner.
Lead employee and labor relations matters, including workplace concerns, complaints, policy violations, performance issues, and misconduct allegations.
Conduct prompt, thorough, and impartial investigations; document findings and recommend appropriate action.
Coach leaders through performance, conduct, corrective action, mediation, suspension, and separation matters, following required review and approval processes.
Provide guidance on workplace incidents, return-to-work matters, accommodations, and related policy requirements.
Conduct exit interviews and analyze themes to identify opportunities for improvement.
Oversee full-cycle recruitment and selection, including workforce planning, sourcing strategy, candidate assessment, interviews, offers, and onboarding.
Partner with hiring leaders to define staffing needs and ensure recruiting and onboarding practices meet legal, regulatory, and company requirements.
Lead required HR training and partner with leaders to identify role-specific development needs.
Manage the performance review process and support leaders with feedback, performance improvement plans, individual development plans, and related tools.
Partner with leaders on succession planning and the identification, assessment, and development of talent for critical roles.
Maintain a visible presence across the location to strengthen employee relationships and understand workplace needs.
Support employee engagement survey communication, administration, action planning, and follow-through.
Partner with the local HR team and Benefits team to maximize wellness resources, benefit programs, and employee offerings.
Monitor absenteeism, turnover, and other workforce measures; identify trends and recommend practical actions to leaders.
Promote compliance with federal, state, and local employment laws, company policies, and HR practices.
Review policies and processes, clarify interpretation, communicate changes, and recommend improvements that reduce risk and support business and employee needs.
Complete other responsibilities and projects as assigned.