Corporate Human Resources Manager

E2 Optics, LLC; Englewood (CO); On-site; USD 90,000 - 140,000; Full time

Benefits offered by this job

Health, dental, and vision insurance

Paid time off and holidays

BICSI training facilities

Professional development and career成长

Job summary

E2 Optics, LLC is seeking a Corporate Human Resources Manager to lead HR operations, employee relations, and compliance across corporate and supported locations, including remote work settings.

The role requires 5+ years of HR experience, managerial exposure, and strong leadership and policy expertise. Location-focused on Englewood, CO with onsite requirements.

Qualifications

• Bachelor’s degree preferred in HR or related field.
• 5+ years HR experience in progressively responsible roles; may be considered in lieu of degree.
• 2+ years of managerial experience.
• PHR, SHRM-CP, or equivalent HR certification preferred.
• Strong leadership, communication, influencing, and collaborative skills.

Responsibilities

• Lead HR operations, employee relations, and compliance across locations.
• Coach HR staff through regular check-ins and performance management.
• Conduct performance evaluations and hiring decisions per policy.
• Oversee HR policies, documentation standards, and training programs.
• Partner with leaders on workforce planning and succession.

Skills

Leadership

Communication

Decision-making

Conflict resolution

Strategic planning

Time management

Detail-oriented

Team player

Education

Bachelor’s degree in HR or related field

Tools

Microsoft Office

Outlook

Word

Excel

PowerPoint

Job description

Corporate Human Resources Manager role focused on leading HR operations, employee relations, and compliance across corporate and supported locations at E2 Optics.

Responsibilities

• Support a safety-first culture by ensuring all employees follow safe work practices and adhere to company and client worksite safety policies and procedures.
• Mentor and coach HR Generalists, Specialists, and Coordinators through regular check-ins, case consultation, skill development, and consistent performance expectations.
• Supervise assigned employees with clear expectations, ongoing coaching, and performance accountability.
• Conduct performance evaluations and make decisions on hiring, promotion, corrective action, and termination for assigned employees per company policies and required approvals.
• Provide functional direction and prioritize workload across supported HR team members.
• Identify capability gaps and coordinate training, job aids, and cross-training initiatives.
• Drive consistent HR practices, documentation standards, and service levels across locations.
• Serve as an escalation point for complex or high-risk HR matters.
• Provide HR leadership and support for corporate departments, Corporate Office, Denver, Colorado Springs, and employees working remotely.
• Partner with leaders on workforce planning, organizational changes, staffing needs, employee engagement, retention, and succession planning.
• Maintain consistent HR presence through scheduled site visits, leader check-ins, and employee communications.
• Oversee New Hire Orientation for supported employees and locations in coordination with Talent Acquisition and business leaders.
• Evaluate employee experience across key touchpoints, identify improvement opportunities, and partner with leaders to implement practical enhancements.
• Coordinate with cross-functional teams including Payroll, Benefits, Talent Acquisition, Safety, Finance and Accounting, Information Technology, Sales, Marketing, Corporate Operations, Project Management, Project Controls, Preconstruction, Estimating, Project Engineering, Quality/QA-QC, Training, and business leaders to resolve cross-functional matters.
• Lead and oversee employee relations activities such as workplace investigations, corrective action, performance management, conflict resolution, and policy interpretation.
• Conduct stay interviews for employees in supported locations and remote employees; identify themes and recommend retention actions.
• Coach managers on timely, fair, and well-documented employee decisions.
• Review sensitive employment actions for consistency, documentation quality, and appropriate escalation.
• Support workforce reporting including EEO-1, VETS-4212, and other applicable federal, state, local, or customer reporting requirements.
• Maintain compliance with employment requirements including EEO, FMLA, FLSA, and other applicable federal, state, and local laws and regulations, plus recommended best practices; review policies and practices to maintain compliance.
• Support internal audits, customer audits, and compliance reviews; track corrective actions through completion.
• Review workforce data for accuracy, identify risk areas, and communicate findings and recommendations to HR leadership.
• Own the creation, updates, and governance of HR standard operating procedures, templates, toolkits, and knowledge resources.
• Ensure new or revised HR processes include clear ownership, communication, training, implementation, and quality checks.
• Support HR system adoption, data integrity, process improvement, and change management initiatives.
• Lead or contribute to enterprise HR projects and ensure deliverables, timelines, and stakeholder commitments are met.
• Travel as required by E2 Optics.

Requirements

• High school diploma or GED required.
• Bachelor’s degree preferred in Human Resource Management, Business Administration, Psychology, Organizational Leadership, or a similar field.
• Five or more years of Human Resources experience in progressively responsible roles may be considered in lieu of a degree.
• Five or more years of experience administering HR policies in an industrial or manufacturing setting preferred.
• Two years of managerial experience.
• PHR, SHRM-CP, or equivalent HR certification preferred.
• Strong leadership, communication, influencing, and collaborative skills.
• Exceptional problem-solving, decision-making, and conflict-resolution skills.
• Practical understanding and application of general HR policies and procedures.
• Working knowledge of employment and labor laws.
• Tactful, professional demeanor with the ability to interact effectively with managers, employees, and internal and external parties.
• Strong attention to detail, time management, organizational skills, and timely responsiveness.
• Ability to prioritize and manage multiple tasks with changing priorities.
• Ability to work under time pressure and adapt positively to changing requirements.
• Effective oral and written communication skills.
• Self-motivated, proactive, and effective team player with strong work ethic.
• Strategic planning skills.
• Proficiency with Microsoft Office: Outlook, Word, Excel, and PowerPoint.

Technologies

• Microsoft Office
• Outlook
• Word
• Excel
• PowerPoint

Benefits

• Competitive pay
• Opportunities for professional development and career growth
• BICSI training facilities
• Supportive and inclusive work environment
• Health, dental, and vision insurance
• Paid time off and holidays

Work Environment and Physical Demands

• Standard work environment includes indoors business office and construction environment.
• Noise level is usually moderate.
• Requires sitting, use of hands and arms, verbal communication, and occasional physical movement such as stooping or kneeling.
• Employee is frequently required to stand and walk.
• Regularly lift and/or move up to 40 pounds; frequently lift and/or move up to 25 pounds.
• Regularly carry and climb ladders to 20 feet.
• Ability to operate equipment such as scissor lifts, telehandlers, boom lifts, and UTVs (buggies) if required.
• May be required to work in tight and confined spaces.
• Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Location: Englewood, CO (onsite)

Minimum experience: 2 years

Education: High school diploma or GED

Disclaimer: Job definition information describes the general nature and level of work performed; it is not a comprehensive inventory of all duties and qualifications. Duties and responsibilities may change based on business needs and conditions.