Senior Human Resources Manager

• HR Strategy & Delivery: Develop and implement human resources strategies that align with the company's overall business goals and objectives. Lead HR initiatives to drive organizational effectiveness, employee engagement, and retention.
• Talent Acquisition: Oversee the recruitment process to attract top talent. Manage workforce planning, job postings, interviews, and selection processes to ensure the organization has the right talent to meet its goals.
• Employee Relations & Compliance: Serve as the primary point of contact for employee relations issues, providing guidance on conflict resolution, disciplinary actions, and policy interpretation. Ensure compliance with all local, state, and federal labor laws and company policies.
• Compensation & Benefits: Partner with the CFO to create and maintain total rewards program covering pay and employee benefits.  Manage annual pay-for-performance compensation adjustment process to promote equitable practices across the organization.  Act as point of escalation for benefits administration.
• Performance Management: Lead the performance management process, providing coaching and support to managers to ensure effective employee evaluations, goal setting, and feedback.
• HR Metrics & Reporting: Develop and maintain HR metrics to evaluate the effectiveness of HR programs and initiatives. Provide regular reports to the CFO and senior leadership team on key HR performance indicators.
• Organizational Development: Work with senior leadership to assess organizational needs and provide solutions to improve structure, processes, and workforce effectiveness.
• Training & Development: Support organization’s training and development needs, primarily through outside sources.  Promote a culture of continuous learning and development.
• Diversity & Inclusion: Drive initiatives that foster a diverse and inclusive work environment, ensuring that Spectro Alloys remains a great place to work for all employees.
• Payroll: Oversee the activities of a payroll professional and ensure the accuracy, compliance, and timeliness of all payroll processes. Provide leadership and guidance on payroll policies and procedures, monitor regulatory updates, and implement best practices to maintain operational excellence. Collaborate with HR, finance, and external stakeholders to address payroll-related inquiries and resolve discrepancies effectively.
• Employment Policy Development:  In close collaboration with senior leadership and parent corporation, lead the development, implementation, and evaluation of employment policies and procedures to ensure compliance, promote best practices, and support organizational goals.
• Budget:  Oversee departmental budgeting, including planning, monitoring, and managing expenses to ensure alignment with organizational goals and financial constraints.
• People Leadership:  Provide effective leadership by inspiring, developing, and managing a high-performing team. Foster a culture of collaboration, accountability, and continuous growth while ensuring clear communication of expectations and priorities. Act as a mentor and coach, addressing challenges proactively and empowering individuals to achieve their full potential.
• Other:  Performs other duties as assigned. 

• Education: Bachelor’s degree in Human Resources, Business Administration, or related field. Master’s degree or HR certifications (e.g., SHRM-SCP, SPHR) preferred.
• Experience: 7+ years of progressive experience in Human Resources, with at least 3 years in a managerial or leadership role. Experience in manufacturing or industrial environments.
• Knowledge & Skills:
  • Strong knowledge of HR policies, labor laws, and best practices.
  • Experience in employee relations, performance management, and organizational development.
  • Proven ability to manage multiple priorities and work under pressure.
  • Excellent communication, interpersonal, and conflict-resolution skills.
  • Ability to work collaboratively with diverse teams and senior leadership.
  • High level of integrity, professionalism, and confidentiality.

• Experience in a fast-paced manufacturing or industrial company.
• Proficiency in HRIS and other HR-related technologies.
• A track record of implementing successful HR programs in a growing organization.

• Competitive salary, incentive and benefits packages.
• A dynamic work environment committed to sustainability and innovation.
• Opportunities for professional growth and development.
• A supportive and inclusive workplace culture.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.