Human Resources Manager
Martin Guitar, Schoeneck, PA, United States
Summary Description
The Human Resources Manager is a results‑driven HR professional responsible for leading full‑cycle recruitment efforts, supporting employee recognition and internal communications initiatives, and delivering accurate, actionable workforce reporting to support organizational talent strategies. Reporting to the Director of Human Resources and Talent Management, this role serves as a key operational partner to hiring managers and leadership by ensuring timely hiring of high‑quality talent and leveraging HR data to inform decision‑making.
This position plays a key role in executing talent acquisition strategies, maintaining compliance with employment regulations, enhancing recruitment‑related systems and processes, and providing HR analytics and reporting that aligns with organizational goals. The Human Resources Manager will contribute to strengthening the company’s culture, performance, and employee experience through effective hiring, data‑driven insights, and communication.
Specific Duties and Responsibilities
Assist the Director of Human Resources and Talent Management with programs related to engagement, retention, development, promotion, succession planning, and process improvement.
Lead and execute full life‑cycle recruitment for all positions, including sourcing, screening, interviewing, selection, and offer negotiation.
Partner closely with hiring managers to understand staffing needs, develop effective recruiting strategies, and ensure positive candidate experiences.
Serve as a trusted advisor to managers and employees on employee relations matters, providing guidance on policy interpretation, performance management, and conflict resolution.
Manage coaching and corrective action up to and including termination, ensuring decisions are consistent, legally compliant, and aligned with company precedent.
Conduct New Hire Orientation and manage departmental new hire onboarding activities in partnership with business leaders to ensure a smooth transition for new hires.
Support initiatives and track KPI’s related to improving recruitment efficiency, time‑to‑fill, quality of hire, and candidate engagement.
Create, analyze, and maintain HR and recruitment‑related reports and dashboards, including hiring metrics, turnover, workforce trends, and compliance reporting.
Leverage HRIS and applicant tracking systems (ATS) to generate accurate, timely data and insights for leadership and HR stakeholders.
Conduct trend analysis and provide recommendations to improve recruitment outcomes, workforce planning, and talent management strategies.
Ensure accuracy and data integrity across HR systems related to recruitment and employee data.
Ensure recruitment and hiring practices comply with all federal, state, and local employment laws and regulations.
Support and participate in the administration of employee programs including service awards, reward and recognition programs, communication teams initiatives, and company/employee celebrations.
Support the consistent application of HR policies, procedures, and employment practices.
Assist with audits, reporting requirements, and documentation related to hiring and employment practices.
Serve as a trusted HR resource to managers and employees on recruitment‑related questions and processes.
Regularly benchmark recruitment practices against industry and local market data and recommend improvements or innovations.
Support HR department goals, projects, and initiatives as assigned.
Serve as an active, collaborative member of the HR team, providing support across all HR functions as needed to meet departmental priorities and goals.
Contribute to a positive, solutions‑oriented HR team culture by demonstrating flexibility, accountability, professionalism, and a positive, energetic approach to work.
Support a workplace culture that promotes diversity, equity, inclusion, and mutual respect.
Treat all applicants and employees fairly and consistently, in accordance with Equal Employment Opportunity and non‑discrimination regulations.
Position Requirements
Bachelor’s degree in Human Resources, Business Administration, or a related field required.
Minimum of 5–7 years of progressive Human Resources experience, with a strong emphasis on recruitment and HR reporting/analytics.
Experience conducting full‑cycle recruitment in a fast‑paced environment; manufacturing or similar industry experience preferred.
Working knowledge of federal, state, and local employment laws and regulations related to hiring and employment practices.
Proven ability to analyze data, interpret trends, and translate insights into actionable recommendations.
Strong interpersonal, communication, and relationship‑building skills with the ability to influence at multiple levels of the organization.
Strong organizational, project management, and time management skills with the ability to manage multiple priorities.
Proficiency with Microsoft Office Suite, HRIS platforms, and applicant tracking systems; advanced Excel skills preferred.
Ability to quickly learn and adapt to new systems, processes, and technologies.
Ability to navigate a production environment as needed.
Core Competencies
Adaptability
Communication
Building Trust & Partnerships
Data Analysis & Reporting
Customer Orientation
Planning and Organizing Work
Decision Making
Managing Multiple Priorities
Continuous Improvement
Commitment to Professional Learning
Willingness to have fun!
#J-18808-Ljbffr
The Human Resources Manager is a results‑driven HR professional responsible for leading full‑cycle recruitment efforts, supporting employee recognition and internal communications initiatives, and delivering accurate, actionable workforce reporting to support organizational talent strategies. Reporting to the Director of Human Resources and Talent Management, this role serves as a key operational partner to hiring managers and leadership by ensuring timely hiring of high‑quality talent and leveraging HR data to inform decision‑making.
This position plays a key role in executing talent acquisition strategies, maintaining compliance with employment regulations, enhancing recruitment‑related systems and processes, and providing HR analytics and reporting that aligns with organizational goals. The Human Resources Manager will contribute to strengthening the company’s culture, performance, and employee experience through effective hiring, data‑driven insights, and communication.
Specific Duties and Responsibilities
Assist the Director of Human Resources and Talent Management with programs related to engagement, retention, development, promotion, succession planning, and process improvement.
Lead and execute full life‑cycle recruitment for all positions, including sourcing, screening, interviewing, selection, and offer negotiation.
Partner closely with hiring managers to understand staffing needs, develop effective recruiting strategies, and ensure positive candidate experiences.
Serve as a trusted advisor to managers and employees on employee relations matters, providing guidance on policy interpretation, performance management, and conflict resolution.
Manage coaching and corrective action up to and including termination, ensuring decisions are consistent, legally compliant, and aligned with company precedent.
Conduct New Hire Orientation and manage departmental new hire onboarding activities in partnership with business leaders to ensure a smooth transition for new hires.
Support initiatives and track KPI’s related to improving recruitment efficiency, time‑to‑fill, quality of hire, and candidate engagement.
Create, analyze, and maintain HR and recruitment‑related reports and dashboards, including hiring metrics, turnover, workforce trends, and compliance reporting.
Leverage HRIS and applicant tracking systems (ATS) to generate accurate, timely data and insights for leadership and HR stakeholders.
Conduct trend analysis and provide recommendations to improve recruitment outcomes, workforce planning, and talent management strategies.
Ensure accuracy and data integrity across HR systems related to recruitment and employee data.
Ensure recruitment and hiring practices comply with all federal, state, and local employment laws and regulations.
Support and participate in the administration of employee programs including service awards, reward and recognition programs, communication teams initiatives, and company/employee celebrations.
Support the consistent application of HR policies, procedures, and employment practices.
Assist with audits, reporting requirements, and documentation related to hiring and employment practices.
Serve as a trusted HR resource to managers and employees on recruitment‑related questions and processes.
Regularly benchmark recruitment practices against industry and local market data and recommend improvements or innovations.
Support HR department goals, projects, and initiatives as assigned.
Serve as an active, collaborative member of the HR team, providing support across all HR functions as needed to meet departmental priorities and goals.
Contribute to a positive, solutions‑oriented HR team culture by demonstrating flexibility, accountability, professionalism, and a positive, energetic approach to work.
Support a workplace culture that promotes diversity, equity, inclusion, and mutual respect.
Treat all applicants and employees fairly and consistently, in accordance with Equal Employment Opportunity and non‑discrimination regulations.
Position Requirements
Bachelor’s degree in Human Resources, Business Administration, or a related field required.
Minimum of 5–7 years of progressive Human Resources experience, with a strong emphasis on recruitment and HR reporting/analytics.
Experience conducting full‑cycle recruitment in a fast‑paced environment; manufacturing or similar industry experience preferred.
Working knowledge of federal, state, and local employment laws and regulations related to hiring and employment practices.
Proven ability to analyze data, interpret trends, and translate insights into actionable recommendations.
Strong interpersonal, communication, and relationship‑building skills with the ability to influence at multiple levels of the organization.
Strong organizational, project management, and time management skills with the ability to manage multiple priorities.
Proficiency with Microsoft Office Suite, HRIS platforms, and applicant tracking systems; advanced Excel skills preferred.
Ability to quickly learn and adapt to new systems, processes, and technologies.
Ability to navigate a production environment as needed.
Core Competencies
Adaptability
Communication
Building Trust & Partnerships
Data Analysis & Reporting
Customer Orientation
Planning and Organizing Work
Decision Making
Managing Multiple Priorities
Continuous Improvement
Commitment to Professional Learning
Willingness to have fun!
#J-18808-Ljbffr