HR Manager - American Augers

Who Are We?

This role serves as a strategic HR partner to business leaders while also supporting talent acquisition efforts to attract and hire top talent. The HR Manager/HRBP is responsible for driving employee engagement, organizational effectiveness, and talent strategies, while executing full-cycle recruiting to meet workforce needs.

What Will You Do?

HR Manager (Approximately 75%)

• Partner with business leaders to develop and execute people strategies aligned to organizational goals.

• Provide proactive coaching and consultative HR guidance on employee relations, performance management, talent development, and organizational effectiveness.

• Foster a high-engagement culture through employee listening, relationship building, and retention initiatives.

• Lead and manage employee relations matters, including investigations, documentation, and resolution.

• Drive core talent processes including performance management, talent review, succession planning, and recognition programs in partnership with COEs.

• Collaborate with leadership to assess and optimize organizational design to improve efficiency and business performance.

• Champion diversity, equity, and inclusion initiatives and embed inclusive practices across the business.

• Leverage HR data and analytics (e.g., Workday) to generate insights, track progress, and inform decision-making.

• Partner with HR colleagues and cross-functional stakeholders to ensure alignment of people strategies and consistency in execution.

• Manage multiple priorities and projects to effectively support leaders and employees across assigned areas.

Talent Acquisition (Approximately 25%)

• Partner with hiring managers to understand workforce needs, role requirements, and workforce planning priorities.

• Lead full-cycle recruiting efforts including sourcing, screening, interviewing, selection, and offer negotiation.

• Develop and execute sourcing strategies using networking, direct outreach, community engagement, and talent pipeline development.

• Serve as a trusted advisor to hiring managers on candidate assessment, market conditions, and hiring decisions.

• Build diverse candidate pipelines and support inclusive hiring practices.

• Maintain strong relationships with external recruiting partners, agencies, and community organizations.

• Effectively manage requisition workload to ensure timely and high-quality hires.

• Support broader talent acquisition strategies aligned with business objectives.

• Perform additional duties and projects as assigned.

What Do You Need?

• Bachelor’s degree in Human Resources, Business Administration, or related field required

• HR Manager I: 2-4 years of progressive human resources experience, including hands-on recruiting/talent acquisition responsibility

• HR Manager II: 4-8 years of progressive human resources experience, including hands-on recruiting/talent acquisition responsibility

• Demonstrated ability to build strong, trust-based relationships with leaders, hiring managers, and HR partners

• Proven experience delivering HR programs and initiatives that drive measurable business outcomes (e.g., engagement, retention, performance, organizational effectiveness)

• Strong business acumen with the ability to align people strategies to operational and strategic business goals

• Experience managing full-cycle recruiting processes, including sourcing, screening, interviewing, and offer negotiation

• Working knowledge of HR laws, regulations, and employee relations practices.

• Strong interpersonal, communication, and facilitation skills; ability to build trust across all levels of the organization.

• Ability to balance transactional workload with employee-facing and project-based responsibilities.

• Demonstrated ability to maintain confidentiality and handle sensitive information appropriately.

• Strong organizational skills with attention to detail and follow-through.

• HRIS experience required; Workday preferred.

• Manufacturing or high-volume workforce experience preferred.

• Ability to influence, coach, and support leaders in a fast-paced, changing environment.

Other Job-Related Components:

• Office setting within a manufacturing facility; frequent interaction with production employees and supervisors.

• Travel expectation: Minimal travel required; periodic travel may be necessary on as-needed basis

• This role requires daily on-site presence. #LI-Onsite