Manufacturing Human Resources Manager - Onsite

Vericast•High Point, NC

4d•$85,000 - $100,000•Onsite

About The Position

Vericast is seeking a strategic, hands-on Human Resources Manager to partner with business leaders, build strong teams, develop leaders, and support a positive employee experience. The role advises leaders on people matters and helps ensure alignment with company goals, policies, and employment regulations. The manager provides HR guidance across performance and talent management, employee relations, talent acquisition, compensation, benefits, HRIS, training and development, and EEO/AAP. The position partners with HR Directors on employment law matters, performance improvement, and policy interpretation, and leads HR Generalists and/or Representatives. It also supports employee lifecycle programs, training, workforce safety, workers’ compensation, and total rewards administration.

Requirements

Bachelor’s degree or 5+ years of progressive Human Resources experience (preferred).
5–7 years of relevant HR experience.
1–3 years of people management or supervisory experience.
Strong knowledge of employment law and HR best practices.
Excellent communication, facilitation, and training delivery skills.
High credibility and demonstrated ability to build trusted relationships.
Strong collaboration, influence, negotiation, and problem-solving skills.
Ability to manage sensitive matters with discretion and sound judgment.
Proficiency with MS Office, including Excel.

Responsibilities

Serve as a strategic thought partner to leaders across assigned business functions and advise on HR disciplines and people matters.
Partner with HR Directors on employment law matters, performance improvement, and policy interpretation to promote consistent, compliant practices.
Anticipate people needs and help leaders strengthen team effectiveness, productivity, and engagement.
Collaborate with leaders on staffing strategies and position requirements, and partner with Talent Acquisition to support hiring.
Support onboarding, engagement, and offboarding by gathering feedback, identifying trends, and recommending improvements.
Coach and advise leaders using data-driven insights and solutions.
Partner with Training & Development and business leaders to identify training needs and help develop and deliver corporate, regulatory, functional, and orientation programs.
Advise leaders and employees on employee relations matters, address issues, promote fair and consistent policy application, and escalate complex or sensitive issues to HR Directors.
Support performance management practices, including goal setting, talent reviews, succession planning, and annual reviews; coach leaders on feedback, documentation, and improvement plans.
Review and refine performance improvement plans for clarity, fairness, and alignment with the S.M.A.R.T. model; identify development opportunities to improve performance.
Lead and oversee HR Generalists/Representatives to ensure timely and accurate HR processes.
Partner with HR Directors and Corporate Compensation on compensation and total rewards strategies; support benefits communication and administration.
Build, evaluate, update, and level job descriptions; support EEO programs and compliance with Corporate Resources.
Coordinate workers’ compensation efforts, participate in local safety committees, and support safety, ergonomics, security, and emergency-preparedness improvements.
Lead, develop, and mentor HR team members; manage recruitment, workload allocation, goal setting, and performance management for the team.
Partner with senior and location leadership to create development opportunities and achieve HR and business objectives.