HR Manager

Job Summary

The Human Resources Manager serves as the primary HR leader for Ultimate Linings, with responsibility for the effective delivery of HR programs, practices, and employee support across the division. This role combines hands-on HR execution with strategic partnership, working closely with UL leadership to address employee relations, workforce planning, talent development, organizational effectiveness, engagement, and business needs. The HR Manager operates with significant day-to-day decision-making authority while maintaining alignment with IXS HR strategies, policies, systems, and enterprise initiatives.

Key Responsibilities

HR Leadership & Business Partnership

• Serve as the primary HR partner and point of accountability for HR matters across Ultimate Linings.
• Partner with UL leadership to identify workforce needs, organizational challenges, and people-related business priorities.
• Translate business needs into practical HR strategies and workforce solutions.
• Provide HR perspective and guidance on organizational decisions, workforce planning, organizational structure, and change initiatives.
• Independently manage day-to-day HR decisions, escalating significant risk, precedent-setting matters, or broader organizational concerns to the Director of Human Resources Operations.
• Maintain alignment between UL HR practices and broader IXS HR strategies, programs, policies, and initiatives.

Employee Relations & HR Compliance

• Serve as the lead HR resource for employee relations matters across Ultimate Linings.
• Conduct and document workplace investigations and recommend appropriate corrective actions.
• Coach leaders through performance concerns, disciplinary actions, employee complaints, conflict resolution, and employment decisions.
• Support and participate directly in corrective-action and termination discussions, including complex or sensitive matters.
• Interpret and apply company policies and employment requirements consistently and appropriately.
• Identify employee-relations trends and workforce risks and partner with leadership on proactive solutions.
• Ensure UL HR practices comply with applicable employment laws, company policies, and IXS standards.

Talent & Workforce Management

• Lead workforce planning activities in partnership with UL leadership, anticipating staffing, capability, and organizational needs.
• Partner with Talent Management and business leaders on talent acquisition, onboarding, performance management, succession planning, and employee development.
• Identify capability and skill gaps and develop or coordinate appropriate solutions.
• Coach managers on employee development, performance expectations, and talent decisions.
• Support leadership development and organizational effectiveness initiatives within UL.
• Drive retention strategies informed by workforce trends, employee feedback, and business needs.

HR Operations & Program Execution

• Own effective day-to-day HR delivery across Ultimate Linings, remaining directly involved where needed to ensure timely and appropriate employee support.
• Ensure accurate and consistent execution of onboarding, offboarding, employee changes, documentation, HR systems, and other core HR processes.
• Coordinate with IXS HR teams and shared-service functions to deliver payroll, compensation, benefits, recruiting, and other HR programs.
• Maintain accountability for UL outcomes when services or processes are delivered in partnership with other HR functions.
• Support implementation and adoption of IXS HR systems, processes, policies, and enterprise initiatives within Ultimate Linings.
• Identify opportunities to improve HR processes, service delivery, employee experience, and operational effectiveness.

Culture, Engagement & Organizational Effectiveness

• Partner with UL leadership to strengthen employee engagement, retention, communication, and organizational effectiveness.
• Support leaders in building effective teams and reinforcing accountability and performance expectations.
• Lead or support change-management activities associated with organizational, workforce, or HR initiatives.
• Use employee feedback and workforce information to identify trends and recommend appropriate actions.
• Champion company values, HR programs, and people practices while addressing the specific needs of the UL organization.
• Build trusted relationships with employees and leaders through regular visibility and a hands-on presence within the operation.
• Partner with Safety, Benefits, and other HR resources on workers’ compensation, leave, accommodations, and return-to-work matters, providing HR support and guidance as needed.

Qualifications

Education

Minimum Required:

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

Preferred:

• Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

Experience

Minimum Required:

• 7+ years of progressive Human Resources experience, including substantial hands-on employee relations and HR operations experience.
• Experience independently advising managers and senior leaders on complex employee and organizational matters.
• Demonstrated experience across multiple HR disciplines, including employee relations, talent management, performance management, workforce planning, and HR compliance.
• Working knowledge of applicable employment laws and HR best practices.

Preferred:

• HR experience within a manufacturing or similarly operational environment.
• Experience serving as the lead HR resource for a business, division, or location.
• Experience with UKG or comparable HR information systems.

Job Specific Skills

Minimum Required:

• Strong knowledge of employee relations, employment law, HR practices, and workplace investigations.
• Demonstrated ability to independently assess HR issues, evaluate risk, and make sound recommendations and decisions.
• Strong business judgment and the ability to balance employee, operational, and organizational considerations.
• Strong coaching, conflict-resolution, and interpersonal skills.
• Ability to establish credibility and trusted working relationships with employees, managers, and senior leaders.
• Strong written and verbal communication skills.
• Demonstrated ability to manage multiple priorities in a fast-paced operational environment.
• Ability to translate broader HR strategies and programs into effective local execution.
• Strong analytical and problem-solving skills with the ability to identify workforce trends and translate information into action.

Preferred:

• Spanish-language proficiency.
• Experience supporting a manufacturing workforce.

Working Conditions

• Combination of office and manufacturing/production-floor environments.
• Regular presence within UL operations and interaction with employees and leaders is required.
• Personal protective equipment may be required while working in designated production areas.
• Travel may be required based on business needs.