Human Resources Manager

Aston Carter•Village of Orchard Park, NY

13d•$60 - $72•Onsite

About The Position

The Senior Human Resources Manager leads and supports the HR function at a site-based, fast-paced manufacturing operation in Orchard Park, NY. This role serves as the primary HR partner to site leadership, Operations, and employees, with a strong emphasis on visible, hands-on support for day-to-day operations. Reporting to the Executive Director, Control Technologies HRBP, the Senior HR Manager ensures effective execution of HR processes, consistent employee relations support, strong partnership with Operations leaders, and practical HR solutions that align with business priorities. The position also offers the opportunity to contribute to broader HR projects, process improvements, and talent initiatives across the wider organization. This role does not include payroll, benefits administration, or leave administration responsibilities.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required; an advanced degree is preferred.
5+ years of progressive Human Resources experience, preferably in a manufacturing, aerospace, defense, industrial, or operations-focused environment, OR 8+ years of HR experience without a bachelor’s degree.
Prior experience as an HR Manager, Senior HR Business Partner, HR Site Leader, or similar role supporting a manufacturing or site-based employee population strongly preferred.
Demonstrated experience partnering directly with Operations leaders and frontline supervisors in a hands-on HR capacity.
Experience managing or mentoring HR talent preferred.
Strong working knowledge of multiple HR disciplines, including employee relations, performance management, talent acquisition, onboarding, compensation practices, leave management, engagement, talent management, and employment law compliance.
Working knowledge of federal and New York employment laws and HR compliance requirements.
Proven experience handling employee relations matters, investigations, corrective action, performance improvement, attendance issues, and workplace conduct concerns.
Experience supporting both hourly and salaried employees in a fast-paced operational environment.
Experience with HRIS systems required; Workday experience preferred.
Strong proficiency with Microsoft Office, including Excel, PowerPoint, Word, and Outlook.
Ability to analyze workforce data and HR metrics and translate findings into practical recommendations and actions.
Ability to manage multiple priorities, resolve issues with urgency, and maintain strong follow-through in a dynamic site environment.

Nice To Haves

Background as an HR Business Partner seeking a step into a management role, or as an HR Director interested in a role with a more focused scope, is welcome.
Demonstrated ability to build trust and credibility with Operations leaders, frontline supervisors, and employees in both office and production settings.
Strong interpersonal and communication skills, with the ability to coach leaders at all levels on effective people management practices.
Comfort working in a visible, hands-on HR role, spending significant time on the production floor and in operational areas.
A continuous improvement mindset with the ability to identify and implement practical enhancements to HR processes, tools, and communications.
Strong organizational skills and attention to detail for managing HR documentation, records, and compliance requirements.
Ability to influence and support change management initiatives and talent programs across a broader organizational network.

Responsibilities

Serve as the lead HR partner for the Orchard Park site, providing hands-on support to site leadership, Operations, functional leaders, frontline supervisors, and employees.
Partner closely with Operations leadership to support daily workforce needs, including staffing, attendance, employee relations, performance concerns, shift coverage, retention, engagement, and supervisor coaching.
Maintain a visible HR presence across the site by spending regular time with employees and supervisors in both office and production environments.
Lead and support day-to-day employee relations matters, including employee concerns, investigations, workplace conduct issues, attendance issues, corrective action, performance documentation, and policy interpretation.
Coach managers and supervisors on effective leadership practices, employee communication, documentation, performance management, corrective action, and consistent application of company policies.
Manage and develop one direct report, an HR Business Partner, ensuring effective execution of HR priorities, timely support to the business, and ongoing professional growth.
Support the full employee lifecycle at the site, including recruiting support, onboarding, employee development, performance management, engagement, retention, internal movement, offboarding, and exit interviews.
Partner with Talent Acquisition and site leaders to support open requisitions, hourly and salaried hiring needs, production staffing, contingent labor, interview processes, candidate selection, and onboarding handoffs.
Support production staffing needs, including temporary labor, conversions, hard-to-fill roles, and workforce planning discussions aligned with Operations demand.
Lead and support cyclical HR processes, including goal setting, performance reviews, calibration, compensation planning, talent review, succession planning, engagement surveys, compliance training, and employee communications.
Work closely with leaders on talent readiness, succession planning, knowledge transfer, cross-training needs, and development planning for critical roles.
Use workforce data and HR metrics to identify trends and support decision-making related to absenteeism, turnover, staffing, engagement, requisition status, employee relations, and organizational effectiveness.
Partner with HR Operations to ensure employee transactions are processed accurately and on time in Workday and other HR systems.
Ensure accurate maintenance of employee records, HR documentation, organizational changes, reporting, and compliance-related materials.
Support employee engagement activities, recognition programs, site communications, employee meetings, training coordination, and culture-building efforts.
Partner with EHS, Operations, and site leadership on safety culture, accommodations, return-to-work processes, workplace expectations, and employee concerns.
Support leave of absence, accommodation, and return-to-work matters in partnership with appropriate internal and external resources.
Ensure compliance with federal, New York state, and local employment laws, as well as company policies, procedures, and HR standards.
Identify and implement practical improvements to HR processes, supervisor support tools, employee communications, and site-level HR routines.
Participate in broader HR projects, talent initiatives, process improvements, change management activities, and special assignments across the wider organization.