Senior Human Resource Manager

IDEX•Oklahoma City, OK

9h•Onsite

About The Position

The Senior Human Resources Manager serves as the on-site HR leader and hands-on business partner for a manufacturing facility, supporting both hourly and salaried employees. This role partners closely with plant leadership to deliver day-to-day HR support and to implement people strategies that enable safe operations, strong engagement, reliable staffing, and compliance with company policies and employment laws. Key focus areas include workforce planning and recruiting, employee and labor relations, performance management, training and development, compensation support, change management, and continuous improvement of core HR processes in a manufacturing environment.

Requirements

Bachelor’s Degree in Human Resources or a related field.
Minimum five to seven years progressive Human Resources generalist experience in a manufacturing environment required.
Experience leading talent initiatives including performance reviews, talent cycles and development planning required.
Experience supporting management in building necessary engagement plans to ensure IDEX values are culturalized into the business.
Strong track record of managing employee relations in a pragmatic approach that focuses on supporting both the employee and employer in proactive resolution.
Successful track record of recruiting, developing and retaining both hourly and salary talent along with selecting and developing partnerships with third-party recruiting agencies.
Working knowledge of HR practices in a manufacturing environment, including hourly workforce support, attendance practices, shift-based operations, and policy application.
Strong employee relations and investigation skills (intake, interviewing, documentation, and recommending corrective actions); able to influence leaders toward consistent, sound decisions.
Solid understanding of U.S. employment law fundamentals relevant to manufacturing (FLSA/wage & hour, EEO, FMLA/ADA accommodations, retaliation prevention, recordkeeping).
Proven ability to recruit for hourly, skilled trades, and technical roles; capable of building pipelines with schools/community partners and managing staffing agency relationships.
Ability to coach and develop leaders on performance management, conflict resolution, and effective communication.
Comfortable operating in a fast-paced, hands-on environment; ability to prioritize urgent plant needs while advancing longer-term people initiatives.
Strong data and systems capability (HRIS/timekeeping such as Workday and Dimensions preferred), including reporting/metrics, data integrity, and process discipline.
Strong Microsoft Excel skills to prepare, analyze, and summarize key HR and workforce data for stakeholders (e.g., pivot tables, lookups, charts, and data validation).
Change management and continuous improvement mindset; experience improving HR processes and partnering with leaders on culture/engagement action plans.
Excellent written and verbal communication skills; able to communicate with diverse audiences, including production employees.
High level of integrity and discretion with confidential information; sound judgment and professionalism.

Nice To Haves

Experience with Workday and Dimensions timekeeping preferred.

Responsibilities

Serve as an on-site HR partner for the plant, maintaining regular visibility on the production floor and building trust with hourly and salaried employees.
Partner with site leadership to assess workforce requirements aligned to production plans, growth strategy, and labor budgets.
Lead organizational and talent discussions (succession, performance, development plans) with leaders to strengthen leadership capability and bench strength.
Develop and execute recruiting strategies for manufacturing talent, including hourly hiring pipelines, skilled trades/technical recruiting, internship/apprenticeship partnerships, and effective use of staffing agencies.
Partner with plant leadership to embed diversity, equity, inclusion, and respectful workplace expectations into frontline practices (hiring, onboarding, development, and engagement), aligned with enterprise programs.
Own and improve core HR processes for the employee lifecycle (recruiting/onboarding, timekeeping and attendance practices, performance management, employee relations, offboarding), ensuring alignment with company policies and values.
Lead performance management and goal-setting cycles; coach supervisors on effective feedback, documentation, and consistent application of performance and conduct expectations.
Drive employee engagement and two-way communication practices (floor meetings, listening sessions, skip-levels, action planning) and partner with leaders to address trends.
Partner with Operations and EHS to assess and deliver training needs (new-hire orientation, supervisor/lead development, respectful workplace/harassment prevention, policy training, and other compliance requirements).
Provide day-to-day employee relations support, including intake, fact-finding investigations, coaching leaders through corrective action/discipline, and ensuring timely, accurate documentation.
Resolve employee relations issues in a fair and consistent manner, balancing employee needs with operational requirements; guide leaders through consistent application of attendance and conduct standards and any complaint processes, as applicable.
Ensure compliance with company policies and applicable employment laws, including FLSA wage/hour, leave and accommodation requirements, EEO/affirmative action obligations as applicable, and recordkeeping expectations.
Support leave management and accommodations (FMLA, parental leave, disability, and ADA interactive process), coordinating with vendors and leaders to ensure consistent, compliant outcomes.
Lead annual compensation processes and support pay practices for the plant (merit/bonus cycles, promotions, offers, and level process) in alignment with internal equity and market competitiveness.
Partner with EHS and Operations on risk management practices, including supporting incident response from an HR perspective, return-to-work coordination, and ensuring alignment with safety expectations and employment laws.
Manage other duties or projects as assigned.