COMPANY OVERVIEW

At ECS, we specialize in air quality control, offering innovative solutions for air pollution and odor management. Backed by over 100 years of combined experience, we deliver systems that help industries and municipalities stay ahead of evolving environmental regulations. With installations spanning North America, our end-to-end approach ensures a seamless transition from source to solution.

POSITION SUMMARY

If you’ve ever wished you could join a company at just the right moment to make a lasting mark—this is it. Your expertise won’t just be valued here; it will help define how the company grows, leads, and engages its people. This is more than an HR role—it’s your chance to create the structure, culture, and leadership capability that will shape our future.
We’re looking for a Human Resources Manager who is energized by building, shaping, and elevating an organization. In this pivotal role, you’ll partner closely with leadership to shape culture, strengthen leadership capability, and put the processes in place that will drive long-term success. You’ll have the chance to influence at both the strategic and hands-on levels—leading initiatives that improve engagement, build accountability, and increase organizational trust. This is an exciting opportunity for an HR leader who thrives in a fast-paced manufacturing environment, enjoys rolling up their sleeves, and wants their work to create measurable impact in leadership effectiveness, employee satisfaction, and business performance.

QUALIFICATIONS

· Bachelor’s degree in human resources, Business Administration, or a related field; HR certification (PHR/SPHR or SHRM-CP/SCP) preferred.
· 5+ years of progressive HR experience, ideally in a manufacturing or industrial setting.
· Strong knowledge of employment laws, HR best practices, and compliance requirements.
· Excellent interpersonal and communication skills; able to build trust at all levels.
· Proactive, organized, and adaptable with strong problem-solving skills.
· Experience with HRIS systems (e.g., Paycom, Paylocity, ADP, or similar) and advanced proficiency with Microsoft Office Suite.
· Bilingual in English and Spanish is a plus.

· Own and drive the organization’s biannual engagement surveys, analyze results, identify opportunities, and partner with leaders to implement improvements that drive a positive and inclusive company culture.
· Own and lead all employee engagement initiatives, developing programs and activities that foster connection, recognition, and a sense of belonging while reinforcing the organization’s values and culture.
· Champion leadership and employee development by designing and implementing coaching, training, and growth initiatives that build capability, accountability, and career progression at all levels.
· Guide and equip managers to address performance and employee relations issues through coaching, clear communication, and constructive conflict resolution, fostering accountability and growth
· Lead the annual performance cycle by partnering with department leaders to create individual coaching plans for all salaried employees, ensuring open, honest, and action-oriented feedback is given to drive growth and performance
· Develop, implement, and manage HR policies, procedures, and best practices in alignment with company goals and compliance requirements.
· Lead full-cycle recruitment efforts, including job postings, interviewing, hiring, and onboarding.
· Administer benefit programs, including health insurance, 401(k), PTO, and workers’ compensation.
· Manage and continuously evaluate compensation programs by staying informed on market trends, conducting salary surveys, and ensuring the organization’s pay structure remains competitive for all roles.
· Maintain HRIS and personnel records with accuracy and confidentiality.
· Ensure compliance with all federal, state, and local employment laws (FMLA, FLSA, ADA, EEO, etc.).
· Coordinate safety and training programs in conjunction with the Safety Manager and department heads.
· Partner with leadership on workforce planning, organizational development, and succession planning.
· Act as a liaison between employees and management to address questions, concerns, and feedback.