Human Resources Manager

About this role

At IEM, we’re not just building innovative electrical distribution systems, we’re shaping the future. IEM is dedicated to delivering world-class solutions for complex power needs. After 75 years, we continue to push the boundaries of what’s possible. Whether you’re an experienced professional or just starting out, you’ll have the opportunity to contribute, grow, and make a lasting impact on industries that power the world’s most dynamic markets.

Location: Jacksonville, FL

Reports To: Director of Human Resources

Position Summary:

The purpose of the Human Resources Manager role is to provide strategic and operational HR leadership across multiple manufacturing facilities. The HR Manager serves as a trusted advisor and business partner to operations leadership while leading and developing site-level HR teams. This role drives employee engagement, workforce effectiveness, talent development, organizational growth, and HR operational excellence within a multi-site, multi-shift manufacturing environment.

Key Responsibilities:

SUPERVISORY RESPONSIBILITIES:

This position has direct supervisory responsibility for five (5) or more HR professionals, including HR Supervisors, HR Generalists, and other HR staff. The position requires collaboration with other HR functions to ensure timely, accurate, and effective accomplishment of business objectives. Additionally, this position serves as coach, mentor, and developer of HR talent while building organizational capability across multiple locations.

ESSENTIAL FUNCTIONS:

HR Strategy and Best Practices Advisory:

• Act as a strategic HR leader and trusted advisor to operations leadership across multiple manufacturing facilities.

• Lead, coach, develop, and retain site-level HR team members, including HR Supervisors and HR Generalists.

• Establish performance expectations, succession plans, and development strategies for HR staff.

• Partner with operations leadership to understand manufacturing processes, workforce challenges, productivity goals, and business objectives.

• Recommend HR strategies that improve employee engagement, retention, workforce effectiveness, and organizational performance.

• Lead and conduct workplace investigations involving employee complaints, policy violations, behavior concerns, and other sensitive issues.

• Provide guidance on employee relations matters, performance management, conflict resolution, corrective action, and leadership coaching.

• Support a large hourly workforce operating across multiple shifts in a manufacturing environment.

• Maintain a visible and consistent presence on the production floor to strengthen relationships and understand workforce needs.

• Partner with Talent Acquisition on recruiting, interviewing, workforce planning, onboarding, and growth initiatives.

• Coordinate with Shared Services to ensure effective delivery of HR programs and services.

• Ensure compliance with federal, state, and local employment laws and company policies.

• Analyze workforce metrics including turnover, absenteeism, staffing levels, engagement, and retention trends and develop improvement plans.

• Support organizational change initiatives and workforce transitions.

• Perform other duties as assigned by Manager.

Employee Relations and Engagement:

• Foster a positive and inclusive work environment by addressing employee concerns and resolving conflicts in a timely manner.

• Lead and conduct thorough, timely, and impartial workplace investigations related to employee complaints, policy violations, harassment, discrimination, and other sensitive issues. Ensure appropriate documentation and follow-up in alignment with legal and organizational standards.

• Serve as trusted advisor to managers and employees by providing expert guidance on employee relations matters, including performance management, disciplinary actions, behavior concerns, and conflict resolution.

• Partner with leadership to proactively identify workplace issues and implement solutions that mitigate and support organizational goals.

• Partner with Employee Experienced function to champion and support employee engagement strategies and initiatives designed to boost morale, productivity, and retention – leveraging feedback mechanisms to drive continuous improvement.

• Support leadership development through coaching, training, and actionable insights to foster a culture of accountability, growth, and high performance.

Talent Acquisition and Temp-to-Hire Management:

• Collaborate with hiring managers and Talent Acquisition to fulfill recruitment efforts for full-time and temporary positions.

• Develop and maintain effective partnerships with staffing agencies to ensure the quality and timely fulfillment of on-site temp-to-perm staffing needs.

• Actively participate in structured and unstructured interviews with potential new hires, evaluating candidates based on their qualifications, experience, technical abilities, and cultural fit within the company.

• Ensure interview questions are following legal and company standards, providing a fair and unbiased evaluation of all candidates.

Collaboration with Shared Services:

• Coordinate with the Services team (payroll, benefits, etc.) to ensure efficient and timely execution of HR administrative tasks associated with Jacksonville and Fremont sites.

• Support employees with questions and concerns related to payroll, benefits, and other HR services provided by the Shared Services group.

Compliance and Legal Adherence:

• Ensure compliance with federal, state, and local labor laws, as well as company policies and procedures.

• Maintain up-to-date knowledge of HR best practices, labor regulations, and industry standards, and provide guidance to leadership on compliance matters.

• Conduct investigations related to employee complaints or disciplinary actions, ensuring appropriate documentation and resolution.

Performance Management:

• Oversee the performance appraisal process, provide su

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