Human Resources Manager at Industrial Electric Mfg

Jacksonville, Florida, United States -

Full Time

Start Date

Immediate

Expiry Date

09 Oct, 26

Salary

0.0

Posted On

11 Jul, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

HR Strategy, Employee Relations, Workplace Investigations, Talent Acquisition, Performance Management, Leadership Coaching, Compliance, Data Analysis, Change Management, UKG HRIS, Project Management, Conflict Resolution, Workforce Planning, Multi-site Management, Manufacturing Operations, Employee Engagement

Industry

Manufacturing

Description

At IEM, we’re not just building innovative electrical distribution systems, we’re shaping the future. IEM is dedicated to delivering world-class solutions for complex power needs. After 75 years, we continue to push the boundaries of what’s possible. Whether you’re an experienced professional or just starting out, you’ll have the opportunity to contribute, grow, and make a lasting impact on industries that power the world’s most dynamic markets. Location: Jacksonville, FL Reports To: Director of Human Resources Position Summary: The purpose of the Human Resources Manager role is to provide strategic and operational HR leadership across multiple manufacturing facilities. The HR Manager serves as a trusted advisor and business partner to operations leadership while leading and developing site-level HR teams. This role drives employee engagement, workforce effectiveness, talent development, organizational growth, and HR operational excellence within a multi-site, multi-shift manufacturing environment. Key Responsibilities: SUPERVISORY RESPONSIBILITIES: This position has direct supervisory responsibility for five (5) or more HR professionals, including HR Supervisors, HR Generalists, and other HR staff. The position requires collaboration with other HR functions to ensure timely, accurate, and effective accomplishment of business objectives. Additionally, this position serves as coach, mentor, and developer of HR talent while building organizational capability across multiple locations. ESSENTIAL FUNCTIONS: HR Strategy and Best Practices Advisory: Act as a strategic HR leader and trusted advisor to operations leadership across multiple manufacturing facilities. Lead, coach, develop, and retain site-level HR team members, including HR Supervisors and HR Generalists. Establish performance expectations, succession plans, and development strategies for HR staff. Partner with operations leadership to understand manufacturing processes, workforce challenges, productivity goals, and business objectives. Recommend HR strategies that improve employee engagement, retention, workforce effectiveness, and organizational performance. Lead and conduct workplace investigations involving employee complaints, policy violations, behavior concerns, and other sensitive issues. Provide guidance on employee relations matters, performance management, conflict resolution, corrective action, and leadership coaching. Support a large hourly workforce operating across multiple shifts in a manufacturing environment. Maintain a visible and consistent presence on the production floor to strengthen relationships and understand workforce needs. Partner with Talent Acquisition on recruiting, interviewing, workforce planning, onboarding, and growth initiatives. Coordinate with Shared Services to ensure effective delivery of HR programs and services. Ensure compliance with federal, state, and local employment laws and company policies. Analyze workforce metrics including turnover, absenteeism, staffing levels, engagement, and retention trends and develop improvement plans. Support organizational change initiatives and workforce transitions. Perform other duties as assigned by Manager. Employee Relations and Engagement: Foster a positive and inclusive work environment by addressing employee concerns and resolving conflicts in a timely manner. Lead and conduct thorough, timely, and impartial workplace investigations related to employee complaints, policy violations, harassment, discrimination, and other sensitive issues. Ensure appropriate documentation and follow-up in alignment with legal and organizational standards. Serve as trusted advisor to managers and employees by providing expert guidance on employee relations matters, including performance management, disciplinary actions, behavior concerns, and conflict resolution. Partner with leadership to proactively identify workplace issues and implement solutions that mitigate and support organizational goals. Partner with Employee Experienced function to champion and support employee engagement strategies and initiatives designed to boost morale, productivity, and retention – leveraging feedback mechanisms to drive continuous improvement. Support leadership development through coaching, training, and actionable insights to foster a culture of accountability, growth, and high performance. Talent Acquisition and Temp-to-Hire Management: Collaborate with hiring managers and Talent Acquisition to fulfill recruitment efforts for full-time and temporary positions. Develop and maintain effective partnerships with staffing agencies to ensure the quality and timely fulfillment of on-site temp-to-perm staffing needs. Actively participate in structured and unstructured interviews with potential new hires, evaluating candidates based on their qualifications, experience, technical abilities, and cultural fit within the company. Ensure interview questions are following legal and company standards, providing a fair and unbiased evaluation of all candidates. Collaboration with Shared Services: Coordinate with the Services team (payroll, benefits, etc.) to ensure efficient and timely execution of HR administrative tasks associated with Jacksonville and Fremont sites. Support employees with questions and concerns related to payroll, benefits, and other HR services provided by the Shared Services group. Compliance and Legal Adherence: Ensure compliance with federal, state, and local labor laws, as well as company policies and procedures. Maintain up-to-date knowledge of HR best practices, labor regulations, and industry standards, and provide guidance to leadership on compliance matters. Conduct investigations related to employee complaints or disciplinary actions, ensuring appropriate documentation and resolution. Performance Management: Oversee the performance appraisal process, provide support to managers in setting clear goals, expectations, and feedback for employees. In collaboration with the Talent Development team, assess employees’ performance to identify development needs and coordinate relevant training programs to support their growth. Assist leadership in addressing performance issues and managing disciplinary actions when necessary. Health, Safety, and Wellness: Partner with the safety department to ensure compliance with workplace safety regulations and the promotion of employee well-being. Data Management and Reporting: Maintain accurate and confidential employee records, ensuring compliance with data protection regulations. Generate regular HR reports on key metrics such as employee turnover, staffing levels, and performance, using data to make informed recommendations for improvements. Change Management: Support organizational change initiatives, assisting in the communication and implementation of changes to policies, procedures, and structures. Help manage employee transitions during periods of change, ensuring employees feel supported and informed. Perform other duties as assigned by Manager. COMPETENCIES: Excellent verbal and written communication skills Strong analytical and problem-solving abilities Proven ability to lead, coach, and develop HR professionals Excellent interpersonal and customer service skills Excellent organizational and time management skills and attention to detail Highly responsible and reliable with the ability to manage confidential information with discretion Strong employee relations and workplace investigation capabilities Ability to influence and partner effectively with leaders at all levels Proficient in Microsoft Office Suite and UKG Strong understanding of manufacturing operations and multi-shift workforce environments Qualifications: Bachelor’s degree in human resources, Business Administration, or a related field (or equivalent experience). Minimum of 5 years of HR experience, with at least 3 years in managerial role within a multi-site and multi-shift, manufacturing or industrial environment. Comprehensive knowledge of federal, state, and local regulations related to compensation and benefits, ensuring all programs comply with relevant laws and reporting requirements (e.g., FLSA, ERISA, ACA, equal pay and pay transparency laws, etc.) Strong project management skills with experience implementing complex systems. Proficiency in data analysis and visualization tools (e.g., Tableau, Power BI, Excel). Proven expertise in employee relations, employee engagement, workplace investigations, leadership coaching, and performance management. Strong project management skills to lead and implement compensation and benefits initiatives, such as annual compensation reviews, benefits program updates, or system implementations. Advanced proficiency with UKG HRIS and workforce management tools. SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. Occasional overnight travel to support multiple facilities and workforce initiatives. Why Join IEM At IEM, you’ll join a team that powers some of the world’s most ambitious projects. We’re engineers, makers, and problem-solvers who thrive on tackling complex challenges and delivering solutions that keep industries moving forward. If you’re driven, collaborative, and ready to make an impact, we’d love to hear from you. Your creativity and passion can help us achieve great things—come be part of the journey. Learn more about IEM at https://www.iemfg.com We offer comprehensive and competitive benefits package designed to support our employees' well-being, growth, and long-term success. View a snapshot of our benefits at https://www.iemfg.com/careers Recruiting Scams Beware of recruiting scams. IEM never charges candidates fees, and all recruiter emails come from an @iemfg.com address. If you suspect fraudulent activity, do not share personal information and report it to us at iemfg.com/contact Non-Discrimination Statement IEM does not discriminate against any applicant based on any characteristic protected by law. Privacy Information collected and processed as part of your IEM Careers profile, and any job applications you choose to submit is subject to IEM's Workforce Member Privacy Policy.

How To Apply:

Incase you would like to apply to this job directly from the source, please click here

Responsibilities

Provide strategic and operational HR leadership across multiple manufacturing facilities, serving as a trusted advisor to operations leadership. Lead and develop site-level HR teams while driving employee engagement, workforce effectiveness, and HR operational excellence.