Manager Human Resource

The Human Resources Manager executes HR strategy and oversees HR operations for two or more facilities, ensuring alignment with organizational goals and compliance with employment laws. This role manages core HR functions, including talent acquisition, compensation, benefits, employee relations, compliance, and training; and partners with leadership to drive workforce engagement, diversity, and organizational effectiveness.   ESSENTIAL DUTIES AND RESPONSIBILITIES Implement HR programs and initiatives that support business objectives and comply with federal, state, and local regulations; contribute to action plans based on engagement survey feedback. Partner with facility leadership to address workforce planning, talent development, and succession strategies. Oversee recruitment and selection processes for key roles; coach managers on hiring best practices. Manage employee relations, including investigations, conflict resolution, and corrective actions; serve as escalation point for complex issues. Monitor HR metrics (turnover, retention, engagement) and recommend strategies to improve organizational performance. Ensure compliance with affirmative action and diversity initiatives; champion inclusion and harassment-free workplace practices. Administer compensation and benefits programs; support annual merit and incentive processes. Lead HR projects such as process improvements, compliance audits, and engagement initiatives. Facilitate training programs on topics such as leadership, performance management, safety, and diversity awareness. Represent the company in regulatory matters, unemployment claims, and labor negotiations (where applicable). Provide guidance and mentorship to HR staff; may include supervisory responsibilities such as performance management and work allocation. Other duties as assigned.   SUPERVISORY RESPONSIBILITIES May supervise HR generalists, specialists, or coordinators and provide leadership for HR teams across multiple locations.   MINIMUM REQUIREMENTS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Education: Bachelor’s degree in Human Resources, Business Administration, or related field; HR certification preferred. Experience: 5–7 years of progressive HR experience, including leadership responsibilities and exposure to multiple HR disciplines. Or equivalent combination of education and experience. Skills: Strong business acumen, analytical ability, and interpersonal skills; proven capability to influence and lead through change.   COMPETENCIES Strategic HR Leadership – Aligns HR initiatives with business goals; anticipates workforce needs. Employee Relations Expertise – Resolves complex issues with fairness and compliance. Project Management – Leads HR projects and process improvements effectively. Communication Excellence – Builds trust through clear, persuasive communication. Respectful Inclusive Culture Advocacy – Promotes an inclusive culture and ensures compliance with EEO/AA requirements. Analytical Thinking – Uses data to identify trends and recommend solutions. Influence & Collaboration – Partners with leaders and peers to drive organizational success.   BFS BUILT TO LEAD COMPETENCIES Know the Business: Builds deep knowledge of BFS’s operating model and financial drivers, market position and the industry landscape to make informed decisions that create value. Focus on the Customer: Anticipates customer needs, applies insights to decision-making and drives customer-centric solutions that create business value. Plan for Tomorrow: Thinks strategically, anticipates future challenges and positions the business for long-term success. Earn Trust: Acts with humility, integrity and authenticity so others —inside and outside BFS — know they can count on you. Model Empathy: Listens actively, respects different perspectives and fosters a workplace where people feel valued and supported. Succeed Together: Builds and strengthens partnerships inside and outside BFS by collaborating, aligning efforts and driving shared success. Deliver Results: Consistently meet or exceed goals through effective execution and accountability. Continuously Improve & Innovate: Seek new ideas and approaches to enhance processes and outcomes. Embrace Change: Adapt quickly to evolving priorities and drive positive transformation. Invest in the Team: Support growth and development through coaching, feedback, and opportunities. Attract & Hire the Best: Identify and recruit top talent aligned with organizational values and goals. Adopt a Growth Mindset: Demonstrate curiosity, resilience, and openness to learning and improvement.   WORK ENVIRONMENT / PHYSICAL ACTIVITY The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.   Regularly required to talk or hear. Frequently required to sit and use hands to finger, handle, or feel. Occasionally required to stand and walk. Occasionally lift and/or move up to 25 pounds. The work environment is that which is typical of an office setting.  The noise level in the work environment is usually quiet. Up to 50% travel