Human Resources Manager

Human Resources Manager, CEPA and Qualastat

FLSA STATUS:Exempt
DEPARTMENT:Human Resources
SUPERVISOR:HR Director, dotted line to General Manager
DIRECT REPORTS:None.

Position Summary

The Human Resources Manager serves as CEPA &Qualastat'son-site operationalowner responsiblefor overseeing the day-to-day execution of the HR function foritsthree locations (two in Chandler, AZ and one in Gettysburg, PA). Serving as theprimary operational partner, this position translates strategic priorities into effective operational execution by leading HR operations, implementing organizational initiatives, and ensuring a consistent, compliant, and high-quality employee experience that supports continued growth.

This role is well suited for a highly analytical, intellectually curious, execution-oriented, and people-centered HR professional who enjoys building processes, solving complex operational challenges, and transforming ideas into action within an evolving organization where priorities shift quickly and adaptability is essential. The HR Manager is a service-oriented leader who combines operational excellence with an approachable, empathetic, and collaborative style, building trusted relationships across the organization whileanticipatingand balancing the needs of employees, managers, and the business. Combining sound business judgment with exceptional organizational and project management skills, and a collaborative partnership style, this position leads complex initiatives, develops workforce intelligence, and delivers practical solutions that improve organizational effectiveness and business performance.

Serving as a highly visible, accessible, and trusted HR business partner, this position proactively develops relationships with employees, managers, and leaders across a diverse manufacturing workforce,anticipatingneeds and addressing challenges before they escalate. The HR Manager owns the day-to-day execution of the employee lifecycle and HR operations, leading employee relations, talent acquisition, total rewards, leave administration, workforce analytics, organizational integration, and continuous improvement initiatives that support CEPA &Qualastat'songoing growth and operational excellence. Balancing the facets of HR with genuine care for people, this position creates an environment where employees feel supported, managers are empowered and equipped to lead effectively, and organizational priorities are executed with consistency, empathy, and accountability.

Minimum Qualifications

This is an on-site, not remote, position requiringreporting totwo Chandler,Arizona locations(currently across a parking lot from each other and willeventuallybeconsolidatedunder one roof)andquarterlytraveltoQualastat'sGettysburg,Pennsylvania location. Thisrole supports two separate businesses.

Education:Bachelor'sdegree. Demonstrated ongoing education and certifications desirable.

Experience: Five(5)years of experience in a dedicated human resources function, in a manufacturing or value-added distributor organization – at least three(3)of which have been in a manager or business partner role.

Knowledge:Workingknowledge of HRIS system administration, benefits, talent acquisition (recruitment and onboarding), employee relations, compensation, performance management, and promoting/developing company culture. Demonstrated ability to improve processes, diagnose problems, and navigate complex interpersonal issues towards resolution. Must have working knowledge of Arizona state labor and wage/hour laws. Training will be provided on internal CEPA/Qualastat/Trexonprocesses and systems, asrequiredfor this position.

Skills: Mustbe detail-oriented, responsive, accessible, self-motivated, hands-on as needed (i.e."roll up your sleeves") and able to work well with diverse internal team members and external points of contact. Mustdemonstratestrong communicationskills, with the ability to present ideas and recommendappropriate coursesof action. Must be able to influence, negotiatewith,and motivate behavior without a direct reporting structure. Must havedemonstratedsuccess in positions that require professionalism in supporting and working alongside a diverse group of established and new team members. Must havedemonstratedsuccess managing multiple projects and priorities simultaneously; creating company-wide communication; and practicing sound judgment as it relates to matters of significance and confidentiality.

TravelRequirements:10%travelcan beanticipated, withadditionaltravel as business needs require.

Job Responsibilities

Human Resources Leadership & Operations

• Lead the day-to-day operation of the HR function for CEPA &Qualastat, owning the operational execution of HR programs and ensuring responsive, consistent, compliant, and high-quality HR services acrossthethree sites.

• Manageday-to-day operations, exercisesound judgment, resolveoperational issues, and ensurematters are handled at theappropriate levelwhile elevating issues requiring HQ review or strategic direction.

• Exercise a high degree of initiativeandintellectual curiosityby proactivelyidentifyingorganizational challenges, developing scalable HR solutions, driving operational excellence, improving execution, and ensuring initiatives deliver measurable business value with minimal direction.

• Action on operational HR plans/initiativesandleadvariousimplementationswhile ensuring successful execution and measurable results.

• Serve as the primary HR business partner topeopleleaders and employees,providingpractical guidance on employment practices, company policies, employee relations, and workplace matters.

• Administer and continuously improve HR policies, procedures, workflows, standard operating procedures, programs, tools, templates, manager resources, andimplementationmaterials that promote operational excellence and scalability.

• Roll out multiple HR initiatives simultaneously coordinating stakeholders,monitoringprogress, removing barriers, resolving implementation challenges, and ensuring successful execution.

Employee Relations & Manager Partnership

• Serve as the primary resource for employee relations matters, providing objective, practical, and solutions-oriented guidance to managers and employees.

• Conduct fair, thorough, and confidential investigations involving employee concerns, workplace complaints, policy violations, and other employment matters.

• Build trusted relationships throughout the organization bymaintaininga visible, approachable, and accessible presence within the workforce,anticipatingemployee and manager needs, and proactively addressing concerns before they escalate.

• Coach managers on employee performance, documentation, corrective action, conflict resolution, organizational effectiveness, and leadership best practices.

• Recommend and supportappropriate correctiveand disciplinary actions, including performance improvement plans, written warnings, suspensions, and terminations.

• Facilitate employee counseling meetings, conflict resolution, and other workplace discussions to foster positive employee relations.

• Administer the organization's performance management process, including goal setting, performance evaluations, coaching, and development planning.

• Analyze employee relations trends, turnover, absenteeism, corrective actions, and performance data toidentifyroot causes and recommend proactive solutions.

• Design language/messaging and support discussions around performance improvement opportunities, including but not limited to documented warnings, performance improvement plans, suspensions, and terminations.

• Promote consistent interpretation and application of HR policies, employment practices, and organizational standards throughout the company.

Talent Acquisition & Workforce Administration

• Lead full-cycle recruitment activities, partnering with managers to develop staffing plans that support operational needs, workforce planning, and organizational growth, while aligning with company budget/forecast plans.

• Draft,maintain, and continuously improve job descriptions, recruiting materials, interview processes, and hiring practices.

• Source, recruit, interview, evaluate, and recommend candidates while developing proactive talent pipelines.

• Coordinate interviews,facilitatephone screens, provide comprehensive notes to hiringteam, prepare employment offers, and oversee all pre-employment activities.

• Monitor recruitment metrics, hiring trends, candidate pipelines, time-to-fill, source effectiveness, and workforce needs; recommend and implement process improvements.

• Continuously evaluate and improve recruitment,selection, onboarding, and hiring manager practices to enhance hiring quality, candidate experience, operational efficiency, and long-term employee success.

• Own the end-to-end onboarding process, including coordinating pre-employment activities, new hire orientation, employment eligibility verification (i.e.Form I-9),requireddocumentation, manager onboarding activities, employee integration, coordination with Finance and Payroll,and HRIS/systems setup.

• Lead employee offboarding activities, including coordinating separation communications, exit interviews,requireddocumentation, knowledge transfer, manager support, and coordination with Finance and Payroll, HRIS updates, benefits administration, and systems access changes.

Compensation, Benefits & Employee Programs

• Conduct market benchmarking, compensation analyses, internal equity reviews, workforce analyses, and salary recommendations.

• Evaluate and recommend compensation actions for new hires, promotions, transfers, and salary adjustments.

• Serve as the primary HR resource for employee benefit education, enrollment support, and complex benefit-related matters.

• Troubleshoot, liaise, and otherwise provide customer service and advocacy to employees as it relates to claim issues, reimbursements, confirming coverage, finding a doctor, and accessing care.