Human Resources Manager

The Human Resources Manager serves as a strategic and operational partner to leaders and employees by overseeing key human resource functions including talent acquisition, employee relations, performance management, compliance, compensation administration, employee engagement, training and development, and HR operations. This role ensures HR practices align with organizational goals while fostering a positive, compliant, and high-performing workplace culture.

The HR Manager provides guidance and support to managers and employees, develops HR programs and processes, and drives initiatives that enhance organizational effectiveness and employee experience.

Requirements

Human Resources Strategy & Business Partnership

• Partner with leadership to align HR initiatives with organizational objectives.
• Provide guidance and coaching to managers on employee relations, performance management, and workforce planning.
• Support organizational design, succession planning, and talent management efforts.
• Analyze workforce trends and provide recommendations to improve organizational effectiveness.

Talent Acquisition & Workforce Planning

• Lead full-cycle recruitment efforts for exempt and non-exempt positions.
• Partner with hiring managers to identify staffing needs and develop recruitment strategies.
• Ensure a fair, consistent, and legally compliant hiring process.
• Manage onboarding and orientation programs to support successful employee integration.
• Monitor recruitment metrics including time-to-fill, source effectiveness, and candidate experience.

Employee Relations

• Serve as a trusted advisor to employees and leaders regarding workplace concerns.
• Conduct investigations related to employee complaints, policy violations, and workplace issues.
• Resolve employee relations matters in a timely, professional, and confidential manner.
• Promote positive employee engagement and a culture of accountability and respect.

Performance Management

• Administer performance management processes and annual review cycles.
• Coach managers on goal setting, feedback delivery, and performance improvement planning.
• Support development of employee growth and career advancement opportunities.
• Monitor performance trends and recommend improvement strategies.

Compensation & Benefits Administration

• Assist with compensation planning, market analysis, salary recommendations, and job evaluations.
• Support annual merit and incentive processes.
• Partner with benefit providers and internal stakeholders to administer employee benefit programs.
• Educate employees on available benefits and wellness resources.

Learning & Development

• Identify training needs and coordinate employee development programs.
• Facilitate leadership development and management training initiatives.
• Support career pathing and succession planning efforts.
• Track and evaluate training effectiveness.

HR Operations & Compliance

• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain and update HR policies, procedures, and employee handbook.
• Oversee HRIS data integrity and reporting.
• Manage employee records and documentation in accordance with legal requirements.
• Support audits, reporting requirements, and compliance initiatives.

Culture & Employee Engagement

• Lead employee engagement initiatives and culture-building activities.
• Analyze employee feedback and recommend action plans.
• Support recognition programs and employee communication efforts.
• Partner with leadership to strengthen organizational culture and retention.

Supervisory Responsibilities

Depending on organizational structure:

• May supervise HR Coordinator, Administrative Support staff, or interns.
• Provides coaching, direction, and performance management for assigned team members.

Education

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.

Preferred

• Master's degree in Human Resources, Business Administration, Organizational Leadership, or related field.

Experience

Required

• 5–7 years of progressive human resources experience.
• Experience supporting multiple HR disciplines including employee relations, recruiting, performance management, and compliance.
• Experience conducting workplace investigations and managing sensitive employee matters.
• Experience partnering directly with managers and senior leaders.

Preferred

• 7–10 years of HR experience.
• Experience in nonprofit, association, education, healthcare, manufacturing, or corporate environments (adjust as appropriate).
• Previous supervisory or leadership experience.
• Experience implementing HR programs and process improvements.

Certifications

Preferred

• SHRM Certified Professional (SHRM-CP)
• SHRM Senior Certified Professional (SHRM-SCP)
• Professional in Human Resources (PHR)
• Senior Professional in Human Resources (SPHR)

Knowledge, Skills & Abilities

Knowledge

• Federal and state employment laws and regulations.
• HR best practices and employment compliance requirements.
• Compensation, benefits, talent acquisition, and performance management principles.
• HRIS systems and workforce analytics.

Skills

• Strong employee relations and conflict resolution skills.
• Exceptional communication and interpersonal abilities.
• Effective coaching and consulting skills.
• Project management and organizational skills.
• Data analysis and problem-solving capabilities.
• Ability to manage multiple priorities and deadlines.

Abilities

• Build trust and credibility across all organizational levels.
• Maintain confidentiality and exercise sound judgment.
• Navigate complex employee situations with professionalism and discretion.
• Influence leaders and drive organizational change.
• Work independently while collaborating effectively with teams.

Key Success Measures

The successful HR Manager will:

• Maintain high levels of employee engagement and retention.
• Ensure compliance with employment laws and company policies.
• Deliver efficient and effective recruiting outcomes.
• Build strong partnerships with leaders across the organization.
• Improve HR processes and employee experience.
• Support organizational growth through strategic talent initiatives.

Benefits

We know that in order to meet our goal of growing dairy demand, we need the best people. We offer competitive compensation and generous benefits to help our employees balance their work and personal lives.

Our comprehensive health and welfare plans offer medical, dental, vision, life, short-term and long-term disability and flexible spending accounts (health care, dependent care, transit and parking). Our 401k provides up to a 10% match and includes a Roth account. Dairy MAX reserves the right to change or end its benefits plans or programs at any time.

Dairy MAX is proud to be an Equal Employment Opportunity Employer committed to the principles of diversity. Qualified applicants will receive consideration for employment without regard to race, color, religion, ethnicity, sex, disability, age, sexual orientation, gender identity, protected veteran status, or any other characteristic protected by applicable law.