Manager - HR and Administration

Job Summary:

The HR Manager will be responsible for overseeing all human resource functions within the organization, including recruitment, employee relations, performance management, training and development, and compliance. This individual will work closely with senior leadership and department heads to ensure that the engineering teams are staffed with qualified talent, while also fostering a positive, high-performance culture. The HR Manager will implement strategies that support the company's goals and business objectives, while ensuring alignment with labor laws and industry regulations.

Key Responsibilities:

1. Talent Acquisition & Recruitment:
• Manage the end-to-end recruitment process for engineering and technical roles, including job postings, candidate sourcing, interviewing, and selection.
• Develop and implement effective recruitment strategies to attract top talent in engineering and technical fields.
2. Onboarding & Employee Integration:
• Oversee the onboarding process for new employees, ensuring smooth integration into the company culture and effective knowledge transfer.
• Ensure new hires are provided with necessary tools, training, and information to succeed in their roles.
• Conduct new employee orientation sessions and guide them through company policies, benefits, and expectations.
3. Employee Relations & Conflict Resolution:
• Act as the primary point of contact for employee concerns, complaints, and grievances, ensuring that issues are addressed in a fair and timely manner.
• Advise and coach managers on handling employee relations issues, such as performance challenges, interpersonal conflicts, and team dynamics.
• Maintain a positive work environment by fostering open communication, trust, and mutual respect across all teams.
4. Performance Management:
• Develop and implement performance management processes, including goal setting, regular performance reviews, feedback, and appraisals.
• Work with engineering leadership to identify high performers, areas for development, and ensure that employees receive appropriate training or support.
• Ensure that performance management processes are aligned with organizational goals and promote continuous improvement and career development.
5. Training & Development:
• Identify skill gaps and developmental needs within the engineering teams, and work with department leaders to create targeted training programs.
• Develop and promote initiatives aimed at employee growth, such as leadership development, technical skill enhancement, and certifications.
• Organize workshops, seminars, and mentorship programs to support employee learning and engagement.
6. Compensation & Benefits:
• Administer the compensation and benefits programs for engineering employees, ensuring that the company remains competitive in the market and that employees are fairly compensated.
• Conduct salary benchmarking and ensure that compensation packages align with industry standards for engineering roles.
• Manage employee benefits programs, including health insurance, retirement plans, and other employee perks.
7. Compliance & Regulatory Management:
• Ensure that all HR practices, policies, and procedures comply with local, state, and federal labor laws and industry regulations.
• Maintain up-to-date knowledge of labor laws and advise the company on necessary legal or procedural changes.
• Prepare and maintain HR-related reports and documentation required for audits, legal matters, or regulatory purposes.
8. Employee Engagement & Retention:
• Develop and implement strategies to improve employee engagement, job satisfaction, and retention within the engineering department.
• Conduct regular employee surveys, feedback sessions, and exit interviews to understand employee needs and improve retention.
• Organize team-building events, recognition programs, and other activities to strengthen company culture and enhance employee morale.
9. HR Policy & Procedure Development:
• Implement HR policies and procedures that are aligned with company goals, legal requirements, and best practices.
• Ensure that all employees are informed of and adhere to HR policies regarding conduct, attendance, safety, and performance.
10. HR Reporting & Analytics:
• Prepare and present HR metrics and reports to senior management, tracking key performance indicators (KPIs) such as turnover rates, recruitment progress, and employee satisfaction.
• Use HR data and insights to drive decisions and recommendations for improving HR programs, policies, and processes.

Qualifications:

• Education:
• Master's degree in Human Resources, Business Administration, or a related field.
• Experience:
• 8-12 years of experience in human resources, with at least 2-3 years in an HR managerial role, preferably in an engineering, manufacturing, or technical environment.
• Experience with recruiting for technical and engineering roles.
• Strong knowledge of HR practices, employee relations, labor laws, and compensation/benefits administration.
• Skills:
• Strong interpersonal and communication skills with the ability to work effectively across all levels of the organization.
• Ability to manage sensitive and confidential information with discretion.
• Strong problem-solving skills, particularly related to employee relations and performance management.
• Proficient in HR software (HRIS), Microsoft Office Suite, and other HR tools.
• Ability to work independently and manage multiple priorities in a fast-paced, high-demand environment.