Global HR Manager

Sentrimax Centrifuges; Mansfield (TX); On-site; USD 85,000 - 115,000; Full time

Job summary

Sentrimax Centrifuges is seeking an experienced HR Manager to lead on-site HR operations across U.S. and Canada locations. You will manage onboarding, payroll support, compliance, and employee relations while partnering with management to foster a safe, engaging workplace.

The role requires 7+ years in generalist HR, strong knowledge of U.S. laws, and experience with Paylocity. Travel to multiple sites will be necessary in this industrial setting.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or related field.
• 7+ years of progressive HR/generalist experience with recruiting, onboarding, HRIS administration, employee relations, benefits, and leaves.
• Strong knowledge of U.S. employment laws and experience applying them.
• Experience supporting HR operations in Canada (provincial standards).
• Experience using Paylocity or similar HRIS/payroll platforms.
• Experience in industrial, service, construction, or manufacturing environments; comfortable engaging with field staff.

Responsibilities

• Serve as the on-site HR contact for employees and managers, guiding on HR policies and programs.
• Administer full employee lifecycle: onboarding, transfers, promotions, changes, terminations, offboarding.
• Maintain confidential records in Paylocity and paper where applicable.
• Ensure standardized HR processes across locations and local law compliance.
• Support payroll processing by validating time/attendance and proper pay codes.
• Run reports in Paylocity for headcount, turnover, compliance, and HR dashboards.
• Lead or support onboarding, recruiting, and workforce planning activities.
• Coach managers on performance management, documentation, and progressive discipline.
• Coordinate benefits enrollment, leaves, and wellness programs.
• Lead HR projects to standardize workflows, improve metrics, and optimize HRIS usage.

Skills

Analytical skills

Communication skills

Organizational skills

Travel willingness

Education

Bachelor’s degree in HR or related field

Tools

Paylocity

Job description

Position Summary

The HR Manager is a key member of the Human Resources team for a growing industrial services company of approximately 60 employees across multiple U.S. and Canadian locations. This position is responsible for delivering day‑to‑day HR support, driving consistent HR practices across sites, and partnering closely with the HR leader and Company management to support a safe, compliant, and engaging workplace.

Essential Duties And Responsibilities

General HR Administration and Employee Support

• Serve as a primary on‑site HR contact for employees and managers, providing day‑to‑day guidance on HR policies, procedures, and programs.
• Administer the full employee lifecycle for all locations, including:
  • New hire setup, onboarding, and orientation
  • Internal transfers and promotions
  • Employment status and job changes
  • Terminations, resignations, and offboarding activities
• Maintain accurate, up‑to‑date, and confidential employee records (Paylocity and, where applicable, paper) in accordance with Company policy and applicable privacy and record‑retention laws.
• Ensure HR documents, forms, and processes are standardized and consistently applied across all sites, noting requirements for local laws.
• Support internal communication of HR initiatives, changes to policies, and HR calendar events (e.g., open enrollment, performance cycles, safety campaigns).

HRIS / Paylocity and Payroll Support

• Use Paylocity as the system of record for employee data, ensuring timely and accurate entry of all HR transactions (hires, status changes, compensation changes, terminations, location changes, etc.).
• Work closely with Payroll/Finance to support payroll processing, including:
  • Validating time and attendance entries
  • Ensuring appropriate pay codes are used (regular, overtime, premiums, bonuses, commissions)
  • Reviewing pre‑processing reports and resolving discrepancies
• Run standardized and ad hoc reports in Paylocity to support:
  • Headcount and staffing metrics
  • Turnover and retention analysis
  • Compliance tracking (e.g., tenure, leaves, I‑9, training)
  • Management information requests and HR dashboards
• Contribute to continuous improvement of HRIS usage, including field configuration, workflows, and basic reporting templates.

Compliance with U.S. and Canadian Employment Laws

• Assist in monitoring and maintaining compliance with U.S. federal, state, and local employment laws and regulations (e.g., FLSA, FMLA, ADA, EEO, state wage and hour rules, state leave laws).
• Support HR compliance in Canada, including federal and provincial employment standards such as hours of work, overtime, statutory holidays, vacation, job‑protected leaves, and termination requirements.
• Help implement and update policies, handbooks, and forms that reflect legal requirements in the Company’s operating jurisdictions, ensuring clear communication to managers and employees.
• Maintain proper documentation for HR decisions and employee actions, and assist the HR leader in responding to government inquiries, audits, claims, or investigations.
• Stay informed of key regulatory changes and industry best practices and bring forward recommended updates to policies and processes.

Talent Acquisition, Onboarding, and Workforce Planning

• Partner with hiring managers and the HR leader to support recruiting for hourly and salaried positions, including:
  • Drafting and posting job descriptions and job ads in an efficient and effective manner
  • Screening resumes and conducting initial phone or video screens
  • Coordinating interviews, candidate communication, and feedback
  • Supporting reference checks, background checks, and offer creation
• Coordinate and deliver new hire onboarding and orientation, ensuring consistent messaging about the Company’s culture, safety expectations, HR policies, and benefits.
• Develop and maintain onboarding checklists for different roles (field, shop, office) to ensure new employees are fully integrated.
• Support workforce planning discussions by providing data and insight on positions, turnover, and hiring timelines.

Performance Management, Development, and Employee Relations

• Assist in administering performance management processes, including goal‑setting, check‑ins, and formal review cycles.
• Provide coaching and guidance to managers on documentation, performance feedback, and progressive discipline, in partnership with the HR leader.
• Help identify skill gaps, training needs, and development opportunities; coordinate training sessions and track completions, with a focus on supervisory skills, HR basics for managers, and safety‑related training.
• Partner with the HR leader to handle employee relations matters, including:
  • Attendance and conduct issues
  • Conflict resolution between employees or between employees and supervisors
  • Investigations of complaints or concerns (e.g., harassment, discrimination, policy violations)
• Ensure that employee relations issues are handled consistently, fairly, and in line with Company values and legal requirements.

Benefits, Leave Management, and Wellness

• Support benefits administration processes, including:
  • New hire enrollment and onboarding education
  • Life event changes and ongoing enrollment changes
  • Open enrollment communication and coordination
• Respond to employee questions about health, dental, vision, disability, life insurance, retirement plans (e.g., 401(k)/RRSP), and other benefits, escalating complex issues to brokers or vendors as appropriate.
• Assist in coordinating and tracking leaves of absence (e.g., FMLA, state/provincial leaves, personal leaves, workers’ compensation‑related leaves), ensuring proper documentation and communication with employees and supervisors.
• Partner with operations and safety to reinforce the connection between wellness, safety practices, and HR processes (e.g., return‑to‑work, modified duties).

Culture, Engagement, and Communication

• Contribute to building and maintaining a positive, inclusive culture across all locations, with special attention to field and shop‑based employees who may not be in the main office.
• Help design and implement initiatives that support engagement and retention, such as recognition programs, town halls, site visits, employee surveys, and team‑building activities.
• Act as a culture ambassador on‑site, modeling Company values and encouraging open communication and feedback.
• Identify opportunities to improve communication between leadership and employees, and help develop practical communication tools (HR newsletters, bulletin boards, digital updates).

HR Projects and Process Improvement

• Support and, over time, lead HR projects that increase the efficiency, scalability, and quality of HR services, such as:
  • Standardizing HR workflows and documentation across locations
  • Enhancing HR metrics and dashboards
  • Optimizing use of Paylocity features (e.g., recruiting, onboarding modules, performance, surveys)
  • Supporting initiatives related to diversity, equity, and inclusion
• Document HR processes and procedures to support consistency and knowledge transfer as the HR function grows.
• Proactively identify pain points in current HR processes and propose practical, business‑friendly solutions.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field; or a combination of education and equivalent HR experience.
• 7+ years of progressive experience in a generalist HR role or specific roles with exposure to most or all of the following: recruiting, onboarding, HRIS/HR administration, employee relations, benefits and leaves, and basic compensation.
• Demonstrated knowledge of core U.S. employment laws (e.g., wage and hour, discrimination, leaves, accommodation) and working experience applying them in practice.
• Experience supporting HR operations in Canada, with familiarity with at least one provincial employment standards regime (e.g., Ontario, Alberta, British Columbia).
• Practical, hands‑on experience using Paylocity (or a similar HRIS/payroll platform) for maintaining employee data, running reports, and supporting payroll processes.
• Experience working in an industrial, service, construction, or manufacturing environment is strongly preferred; comfort engaging with field technicians, shop personnel, and supervisors in operational settings (both in‑person and remote).
• Strong analytical and problem‑solving skills, including the ability to interpret policies, identify issues, and recommend solutions.
• High level of discretion and professionalism, with the ability to handle confidential and sensitive information appropriately.
• Excellent written and verbal communication skills, with the ability to explain HR concepts in practical, business‑friendly language.
• Strong organizational skills and attention to detail; demonstrated ability to manage multiple priorities and deadlines in a growing, fast‑moving company.
• Ability and willingness to work on‑site and travel periodically to other company locations within the U.S. and Canada.

Preferred Qualifications

• HR experience in a small to mid‑sized company where HR is lean and the generalist is expected to handle both strategic and transactional work. Working in a private equity ownership structure is preferred but not required.
• Prior responsibility for supporting multi‑site or multi‑jurisdiction operations (multiple U.S. states and/or Canadian provinces).
• HR certification such as PHR, SPHR, SHRM‑CP, SHRM‑SCP, or a Canadian designation (CHRP/CHRL).
• Experience with safety programs, workers’ compensation, and partnering closely with EHS or operations teams.
• Experience implementing or improving HRIS processes (e.g., onboarding workflows, performance modules, self‑service) and documenting standard operating procedures.

Competencies and Success Factors

• Owner mindset: Treats HR processes and issues as personal responsibilities; follows through to resolution.
• Learning agility: Quickly absorbs new information about the business, legal requirements, and HR technology; adapts practices as the company grows.
• Relationship builder: Establishes trust with employees, supervisors, and leadership; approachable and responsive.
• Practical problem‑solver: Balances legal, HR, and business considerations to recommend workable solutions in an industrial services environment.
• Results‑oriented: Organizes work effectively, meets deadlines, and maintains high quality standards even under pressure.
• Discipline and process orientation: Personal strength and commitment to drive approved process across the organization, ensure process integrity, and ability to work with employees to conform as needed.