Acrnet
Position Summary:
The Director of Human Resources is responsible for shaping and guiding the company’s people strategy while actively managing day-to-day HR operations. This role provides hands‑on leadership across HR functions in a small manufacturing organization, including talent strategy, onboarding, employee relations, performance management, labor relations, compensation and benefits, compliance, safety governance, culture, and organizational development. The Director of HR partners with senior leadership to align people initiatives with business objectives and leads through hands‑on guidance, policy development, and direct involvement with managers and teams as needed.
Note: This position blends strategic oversight with practical, on-the-ground execution to ensure timely and effective HR support across the organization.
Essential Duties and Responsibilities Strategic HR Leadership
Develop and communicate the HR strategy that supports the company’s goals, growth plans, and culture.
Translate business needs into scalable HR programs and processes suitable for a small-to-mid‑size manufacturing environment.
The HR Director leads and oversees the strategic direction, implementation, and optimization of HR systems, processes, and delivery of HR services.
Reporting to the EVP, this role is critical in building, integrating, and optimizing our HR infrastructure, ensuring operational excellence, and fostering a culture of high performance and engagement.
Oversight of HR systems design and delivery, HR people analytics, employee relations, and payroll operations.
Developing and implementing HR operational strategies for scalable HR programs, systems, and policies to support the employee lifecycle.
Driving continuous improvement initiatives to enhance service delivery and employee satisfaction.
Implementing Standardized HR Processes and Policies to Ensure Consistency, Compliance, and Data Integrity
Designing, developing, and enhancing comprehensive HR technology solutions, including automation, AI, and self‑service tools.
Managing the employee relations function through designing and implementing strategies for fair and consistent application of policies and procedures.
Designing and implementing a people analytics strategy to provide actionable insights and support data‑driven decision‑making, maturing our capabilities from reporting to generating insights.
Partnering with cross‑functional key stakeholders to ensure HR operations align with the organization’s strategy and goals.
Developing and motivating a team that embraces continuous improvement, rapid speed of change, and a customer service mindset.
Staying current with industry trends and legal developments to ensure the organization remains compliant.
Talent Strategy, Acquisition & Onboarding
Guide workforce planning, recruitment strategy, and onboarding approaches for manufacturing and admin roles.
Build and promote an employer brand; design scalable ramp‑up and retention strategies.
Oversee internship/co‑op programs and succession planning for critical roles.
Directly participate in critical hiring decisions and onboarding activities as needed.
Talent Development, Leadership Growth & Coaching
Set the vision for leadership development, technical capability building, and organizational growth.
Promote coaching and mentoring to enhance leadership effectiveness and team performance.
Foster mentorship networks and targeted upskilling opportunities for frontline leaders.
Day‑to‑Day Employee Relations & Investigations
Serve as a primary point of contact for employee relations issues, including conflict resolution, counseling, and workplace investigations.
Lead timely and fair handling of disciplinary actions, performance concerns, and corrective actions in coordination with managers.
Establish and enforce consistent processes for grievance handling, whistleblower protections, and conflict resolution.
Provide guidance and coaching to supervisors on employee coaching, documentation, and fair treatment.
Labor Relations & USW Contracts (Hands‑on)
Lead labor relations strategy in collaboration with local management, including bargaining with the United Steelworkers (USW).
Directly participate in contract negotiations, renewals, and amendments; interpret CBAs and ensure day‑to‑day compliance.
Manage grievance procedures, contract administration, and union/management meetings; support constructive labor relations.
Monitor labor performance metrics and lead initiatives to improve productivity and engagement within CBA frameworks.
Performance Management & Employee Development
Design and implement performance management processes that drive accountability and development.
Drive continuous improvement in talent performance, feedback loops, and coaching.
Develop individualized development plans and career paths for employees across levels.
Compensation & Benefits
Establish competitive compensation frameworks, incentive plans, and rewards aligned with business needs.
Oversee benefits administration, well‑being programs, and leave management.
Ensure compensation practices are fair, compliant, and market‑aligned.
Compliance & Safety Governance
Ensure compliance with applicable employment laws and regulations (EEO, FMLA, FLSA, etc.).
HR Operations, Data Analytics & Systems (Hands‑on)
Oversee HRIS, payroll, timekeeping, and benefits administration; ensure accuracy and compliance.
Develop and monitor HR metrics (turnover, time‑to‑fill, cost‑per‑hire, absenteeism, safety metrics) to inform operational and strategic decisions.
Directly handle or coach on complex HR transactions, data integrity initiatives, and reporting.
Working Conditions
Primarily office‑based with occasional travel to manufacturing sites.
May require extended hours to meet executive, operational, and strategic needs.
Qualifications: Education/Experience
Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree or SHRM/PHR/SPHR certification preferred.
10+ years of progressive HR experience, with at least 5 years in leadership roles within manufacturing or industrial environments.
Experience in multi‑site or small company settings, with strategic and hands‑on involvement in talent acquisition, safety, and compliance.
Proven track record implementing HR programs, compensation plans, succession planning, and change management.
Experience with labor relations, union negotiations, and contract administration; proficiency in handling USW or similar unions preferred.
Proficiency with HRIS, payroll systems, and Microsoft 365 tools; data analytics experience a plus.
Behavioral Competencies
Strategic thinker with business acumen and the ability to influence at all levels.
Excellent communication, negotiation, and interpersonal skills.
Diplomatic, discreet, and able to handle sensitive information.
Results‑oriented, hands‑on, and capable of driving change in a lean organization.
Influential leader who fosters cross‑functional collaboration and aligns teams to goals.
Commitment to safety, inclusion, and ethical standards.
Physical Requirements
No special physical requirements beyond standard office work; periodic site visits as needed.
This job description is intended to outline the general nature and level of work being performed by employees in this role. It is not an exhaustive list of all responsibilities, duties, and skills required. Management reserves the right to modify, add, or remove duties as necessary.
By choice, we are committed to creating a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status, or veteran status.
#J-18808-Ljbffr
The Director of Human Resources is responsible for shaping and guiding the company’s people strategy while actively managing day-to-day HR operations. This role provides hands‑on leadership across HR functions in a small manufacturing organization, including talent strategy, onboarding, employee relations, performance management, labor relations, compensation and benefits, compliance, safety governance, culture, and organizational development. The Director of HR partners with senior leadership to align people initiatives with business objectives and leads through hands‑on guidance, policy development, and direct involvement with managers and teams as needed.
Note: This position blends strategic oversight with practical, on-the-ground execution to ensure timely and effective HR support across the organization.
Essential Duties and Responsibilities Strategic HR Leadership
Develop and communicate the HR strategy that supports the company’s goals, growth plans, and culture.
Translate business needs into scalable HR programs and processes suitable for a small-to-mid‑size manufacturing environment.
The HR Director leads and oversees the strategic direction, implementation, and optimization of HR systems, processes, and delivery of HR services.
Reporting to the EVP, this role is critical in building, integrating, and optimizing our HR infrastructure, ensuring operational excellence, and fostering a culture of high performance and engagement.
Oversight of HR systems design and delivery, HR people analytics, employee relations, and payroll operations.
Developing and implementing HR operational strategies for scalable HR programs, systems, and policies to support the employee lifecycle.
Driving continuous improvement initiatives to enhance service delivery and employee satisfaction.
Implementing Standardized HR Processes and Policies to Ensure Consistency, Compliance, and Data Integrity
Designing, developing, and enhancing comprehensive HR technology solutions, including automation, AI, and self‑service tools.
Managing the employee relations function through designing and implementing strategies for fair and consistent application of policies and procedures.
Designing and implementing a people analytics strategy to provide actionable insights and support data‑driven decision‑making, maturing our capabilities from reporting to generating insights.
Partnering with cross‑functional key stakeholders to ensure HR operations align with the organization’s strategy and goals.
Developing and motivating a team that embraces continuous improvement, rapid speed of change, and a customer service mindset.
Staying current with industry trends and legal developments to ensure the organization remains compliant.
Talent Strategy, Acquisition & Onboarding
Guide workforce planning, recruitment strategy, and onboarding approaches for manufacturing and admin roles.
Build and promote an employer brand; design scalable ramp‑up and retention strategies.
Oversee internship/co‑op programs and succession planning for critical roles.
Directly participate in critical hiring decisions and onboarding activities as needed.
Talent Development, Leadership Growth & Coaching
Set the vision for leadership development, technical capability building, and organizational growth.
Promote coaching and mentoring to enhance leadership effectiveness and team performance.
Foster mentorship networks and targeted upskilling opportunities for frontline leaders.
Day‑to‑Day Employee Relations & Investigations
Serve as a primary point of contact for employee relations issues, including conflict resolution, counseling, and workplace investigations.
Lead timely and fair handling of disciplinary actions, performance concerns, and corrective actions in coordination with managers.
Establish and enforce consistent processes for grievance handling, whistleblower protections, and conflict resolution.
Provide guidance and coaching to supervisors on employee coaching, documentation, and fair treatment.
Labor Relations & USW Contracts (Hands‑on)
Lead labor relations strategy in collaboration with local management, including bargaining with the United Steelworkers (USW).
Directly participate in contract negotiations, renewals, and amendments; interpret CBAs and ensure day‑to‑day compliance.
Manage grievance procedures, contract administration, and union/management meetings; support constructive labor relations.
Monitor labor performance metrics and lead initiatives to improve productivity and engagement within CBA frameworks.
Performance Management & Employee Development
Design and implement performance management processes that drive accountability and development.
Drive continuous improvement in talent performance, feedback loops, and coaching.
Develop individualized development plans and career paths for employees across levels.
Compensation & Benefits
Establish competitive compensation frameworks, incentive plans, and rewards aligned with business needs.
Oversee benefits administration, well‑being programs, and leave management.
Ensure compensation practices are fair, compliant, and market‑aligned.
Compliance & Safety Governance
Ensure compliance with applicable employment laws and regulations (EEO, FMLA, FLSA, etc.).
HR Operations, Data Analytics & Systems (Hands‑on)
Oversee HRIS, payroll, timekeeping, and benefits administration; ensure accuracy and compliance.
Develop and monitor HR metrics (turnover, time‑to‑fill, cost‑per‑hire, absenteeism, safety metrics) to inform operational and strategic decisions.
Directly handle or coach on complex HR transactions, data integrity initiatives, and reporting.
Working Conditions
Primarily office‑based with occasional travel to manufacturing sites.
May require extended hours to meet executive, operational, and strategic needs.
Qualifications: Education/Experience
Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree or SHRM/PHR/SPHR certification preferred.
10+ years of progressive HR experience, with at least 5 years in leadership roles within manufacturing or industrial environments.
Experience in multi‑site or small company settings, with strategic and hands‑on involvement in talent acquisition, safety, and compliance.
Proven track record implementing HR programs, compensation plans, succession planning, and change management.
Experience with labor relations, union negotiations, and contract administration; proficiency in handling USW or similar unions preferred.
Proficiency with HRIS, payroll systems, and Microsoft 365 tools; data analytics experience a plus.
Behavioral Competencies
Strategic thinker with business acumen and the ability to influence at all levels.
Excellent communication, negotiation, and interpersonal skills.
Diplomatic, discreet, and able to handle sensitive information.
Results‑oriented, hands‑on, and capable of driving change in a lean organization.
Influential leader who fosters cross‑functional collaboration and aligns teams to goals.
Commitment to safety, inclusion, and ethical standards.
Physical Requirements
No special physical requirements beyond standard office work; periodic site visits as needed.
This job description is intended to outline the general nature and level of work being performed by employees in this role. It is not an exhaustive list of all responsibilities, duties, and skills required. Management reserves the right to modify, add, or remove duties as necessary.
By choice, we are committed to creating a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status, or veteran status.
#J-18808-Ljbffr