Human Resource Manager

Job Details: Job Location: Weiler Forestry Facility - LaGrange, GA, Salary Range: $55000.00 - $95000.00Salary/year, Human Resources Manager

Department: Office
Reports to: Director of Engineering
FLSA Status: Exempt
Prepared by: Human Resources
Job Type: Full-time
Work Location: In person – LaGrange, GA

SUMMARY

The Human Resources Manager serves as the sole HR professional responsible for leading and managing all human resources functions for the organization. This position provides strategic and operational HR leadership, overseeing the development, implementation, and execution of corporate policies, employment practices, and workforce initiatives.

The HR Manager is responsible for full-cycle recruitment, payroll processing, employee relations, benefits administration, performance management, training, compliance, and employee retention. This position partners with senior leadership and department managers to support business objectives, strengthen organizational culture, and ensure effective workforce management.

As a department of one, the HR Manager independently manages day-to-day HR operations, prioritizes competing business needs, and serves as the primary resource for employees and management across multiple shifts.

The secondary function of this position includes performing conventional, less complex Environmental, Health, and Safety (EHS) assignments and planning as needed.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Human Resources Leadership and Operations

Serve as the sole HR Manager, independently overseeing and managing all day-to-day human resources functions.
Develop, implement, and administer HR policies, procedures, and programs aligned with corporate objectives and applicable employment laws.
Provide HR leadership and guidance to senior leadership, department managers, and employees.
Manage competing priorities, deadlines, and operational needs while maintaining accurate and confidential HR records.
Maintain a visible and accessible HR presence across multiple shifts to address employee concerns and support workforce needs.
Develop and maintain HR documentation, reports, procedures, and workforce-related records.

Recruitment and Talent Acquisition

Lead and manage the full-cycle recruitment process, from workforce planning and job postings through candidate selection, hiring, and onboarding.
Develop and implement recruitment strategies to attract, assess, and retain qualified talent to support current and future business needs.
Partner with department managers to identify staffing needs, establish hiring priorities, and develop recruitment plans.
Conduct interviews, evaluate candidate qualifications, and recommend qualified applicants for selection.
Coordinate hiring activities, including candidate communication, interview scheduling, pre-employment requirements, and new-hire documentation.
Monitor staffing needs and recruitment effectiveness to support workforce planning and operational continuity.
Develop and maintain effective recruitment processes to support timely hiring and retention.

Payroll Administration

Process and administer payroll accurately and timely in accordance with established payroll schedules, company policies, and applicable federal and state regulations.
Review and verify employee timecards, attendance records, overtime, pay adjustments, and other payroll-related information.
Maintain accurate employee payroll records and ensure appropriate documentation of payroll changes.
Address employee and management questions concerning payroll, pay discrepancies, deductions, and timekeeping.
Coordinate payroll-related changes, including new hires, terminations, compensation adjustments, and employee status changes.
Maintain confidentiality and security of payroll and employee compensation information.
Partner with Finance and other appropriate departments to support payroll accuracy, reporting, and reconciliation.
Ensure compliance with applicable wage and hour requirements, including overtime and recordkeeping obligations.

Employee Relations and Performance Management

Maintain positive employee relations by fostering a responsive, open, and respectful work environment.
Partner with management to resolve employee relations issues, complaints, workplace conflicts, and performance concerns.
Conduct impartial fact-finding investigations related to internal and external complaints, concerns, and workplace incidents.
Recommend and implement appropriate corrective actions and resolutions based on investigation findings, company policies, and applicable laws.
Advise managers on employee discipline, performance management, coaching, documentation, and personnel practices.
Support consistent application of company policies and disciplinary procedures.
Develop and implement initiatives that promote employee engagement, communication, retention, and organizational culture.
Provide guidance to managers on effective employee communication, conflict resolution, and workplace expectations.

Benefits and Leave Administration

Serve as the primary resource for employee benefits programs and benefits-related questions.
Administer employee benefits programs, including medical, dental, vision, life insurance, 401(k), HSA, FSA, and other applicable offerings.
Coordinate benefits enrollment, employee status changes, qualifying life events, and open enrollment activities.
Manage all aspects of Family and Medical Leave Act (FMLA) requests, including eligibility determinations, required notices, documentation, leave tracking, and return-to-work coordination.
Administer applicable state and federal leave requirements, including disability accommodations and other protected leave.
Coordinate leave-related matters and benefits administration with applicable third-party administrators and insurance providers.
Maintain accurate and confidential benefits and leave records.

Employment Law and Regulatory Compliance

Maintain compliance with applicable federal and state employment laws and regulations, including:

Equal Employment Opportunity (EEO)
Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA)
Family and Medical Leave Act (FMLA)
Consolidated Omnibus Budget Reconciliation Act (COBRA)
Fair Labor Standards Act (FLSA)
Applicable wage and hour, payroll, and employment recordkeeping requirements

Consult with the Director of Engineering, senior leadership, and legal counsel regarding employment-related legal requirements, risk management, and personnel decisions.
Maintain appropriate HR records and documentation to support compliance, audits, investigations, and regulatory reporting.
Coordinate responses to employment-related inquiries, agency requests, and claims as needed.
Support unemployment claims, workers' compensation administration, and other employment-related compliance activities as assigned.

Compensation, Training, and Workforce Development

Collaborate with senior leadership to develop and administer compensation strategies for exempt and non-exempt employees.
Support job descriptions, job classifications, compensation reviews, and workforce planning initiatives.
Develop and coordinate employee and management training programs to support performance, compliance, and professional development.
Provide guidance to managers regarding employee development, performance expectations, and succession planning.
Support initiatives that strengthen employee retention, engagement, and organizational effectiveness.

SUPERVISORY RESPONSIBILITIES

This position serves as the organization's sole HR Manager and independently manages the human resource’s function. The position does not have supervisory responsibilities unless otherwise assigned by management.

EDUCATION AND/OR EXPERIENCE

Bachelor’s degree in human resources management, Business Administration, or a related field preferred.
Three to five years of progressive human resources generalist or HR management experience preferred.
Experience managing multiple HR functions independently, including recruitment, payroll, employee relations, benefits, and compliance.
Manufacturing or industrial environment experience preferred.
Equivalent combinations of education, training, and relevant professional experience may be considered.

CERTIFICATES, LICENSES, REGISTRATION

SHRM-CP or PHR certification preferred but not required.

COMMUNICATION SKILLS

Ability to read, write, and comprehend policies, procedures, reports, and professional correspondence.
Ability to effectively present information to employees, managers, senior leadership, and external parties.
Demonstrates active listening skills and the ability to ask appropriate questions.
Ability to engage, inspire, and influence individuals at all organizational levels.
Demonstrates patience, sound judgment, and the ability to reason through sensitive or confrontational situations.
Ability to communicate effectively across multiple shifts and departments.

COMPUTER SKILLS

Proficient in Microsoft Outlook, Excel, Word, and PowerPoint.
Experience with Paycom HRIS and payroll systems preferred.
Experience with HRIS, payroll, timekeeping, benefits administration, and applicant tracking systems preferred. 
Ability to maintain accurate electronic records, prepare HR reports, and utilize technology to support HR operations.

ADDITIONAL SKILLS

Ability to handle confidential and sensitive information with discretion and professionalism.
Strong interpersonal, communication, follow-up, problem-solving, and critical-thinking skills.
Excellent organizational skills and attention to detail.
Ability to independently prioritize and manage multiple HR responsibilities and deadlines.
Strong decision-making skills, including the ability to evaluate risks, costs, benefits, and potential outcomes.
Ability to work effectively under pressure in a fast-paced manufacturing environment.
Demonstrates initiative, accountability, adaptability, and sound professional judgment.
Ability to maintain accurate, timely, and professional documentation.
Ability to build effective working relationships with employees, managers, and senior leadership.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform

 
Qualifications: