HR Manager

ACS Manufacturing, LLC; Abbeville (SC); On-site; USD 90,000 - 120,000; Full time

Job summary

ACS Manufacturing, LLC is seeking an on-site Human Resources Manager to lead HR operations across SC facilities, reporting to the Director of HR. You will supervise the site HR Generalist and drive payroll, benefits, recruitment, employee relations, and compliance to align with company strategies.

The role requires partnering with site leadership, Safety, and corporate HR to maintain a high-performance, employee-centric culture and to provide accurate workforce analytics and reporting.

Responsibilities

• Lead day-to-day HR operations across facilities, acting as on-site HR leader for employees and site management.
• Manage payroll, benefits, recruiting, employee relations, compliance, and HRIS to ensure consistent practices.
• Develop workforce planning, dashboards, and KPI reporting; analyze turnover, absenteeism, and cost per hire.
• Coach and supervise the site HR Generalist; drive talent development and performance processes.
• Partner with site leadership and Safety on HR strategy, open enrollment, and compliance.

Job description

Job Summary:

The Human Resources Manager leads day-to-day HR operations across assigned South Carolina or Utah facilities and reports to the Director of Human Resources. This role is the on-site HR leader for employees and site management and supervises the site HR Generalist. The HR Manager carries out company HR strategy across the assigned operations and ensures consistent, compliant practices across payroll, benefits, recruiting, employee relations, compliance, and HRIS. The role supports a safe, high-performance, employee-oriented culture and works closely with site leadership, Safety, and the Director of HR.

Essential Duties And Responsibilities

Site HR Leadership and Workforce Planning

• Serve as the primary HR contact and trusted advisor for site leadership, managers, and employees.
• Implement company HR strategy, programs, and policies across assigned facilities, and provide the Director with local and regional input on workforce needs.
• Partner with site operations on headcount forecasting and staffing for production demands.
• Implement and maintain workforce dashboards and KPI reporting. Utilize HRIS, payroll, and reporting tools to analyze turnover, absenteeism, retention, recruiting effectiveness, overtime utilization, labor trends, training completion, and cost per hire. Present workforce analytics and recommendations to site and executive leadership.
• Support HR aspects of organizational change, growth, and new programs as directed.
• Coordinate HR initiatives, reporting, compliance activities, workforce planning, and employee relations efforts across assigned facilities, ensuring consistency in execution and employee experience. Partner with the Director of Human Resources and leaders at corporate and other sites to maintain consistent policies, practices, and reporting.
• Escalate significant matters to the Director of Human Resources.

Team Leadership

• Supervise, coach, and develop the site HR Generalist, setting clear goals and performance expectations.
• Assign work, cross-train, and develop processes and documentation so site HR operations run consistently with backup coverage.

Compensation And Performance Management

• Administer compensation programs and pay practices at the site
• Recommend pay changes, ranges, and incentive programs to the Director for approval.
• Administer the annual performance review and merit cycle at the site, including timelines, forms, manager training, and communication.
• Administer skills-progression and apprenticeship programs for skilled trades, including level advancement and pay alignment.
• Administer differential, incentive, and special-assignment pay programs with Finance.

Payroll Administration

• Coordinate with the headquarters to ensure payroll accuracy, timekeeping, audits, and reporting, ensuring compliance with federal and state wage-and-hour laws
• Review overtime, premium pay, differentials, and deductions for proper treatment.
• Serve as escalation point for employee and manager payroll concerns.

Benefits Administration

• Administer enrollment, changes, terminations, and employee education for medical, dental, vision, life, retirement, and other benefits.
• Reconcile benefit invoices and resolve carrier and claim issues, working with company benefit partners.
• Support open enrollment and annual renewals, and recommend changes to the Director.
• Support compliance with ACA, ERISA, COBRA, and related requirements.

Recruiting, Onboarding, and Retention

• Partner closely with site recruiter for site skilled trades, production, engineering, and office roles, including sourcing, job fairs, and school and trade-program partnerships.
• Partner with hiring managers on job descriptions, selection criteria, interviews, and offers.
• Run onboarding and orientation so new hires are productive and safe from day one.
• Implement site retention efforts, including exit interview analysis, stay interviews, and engagement activities.
• Maintain applicant tracking records and hiring compliance.

Employee Relations and Culture

• Serve as a trusted resource for employees and managers on workplace concerns, policy interpretation, and performance and conduct issues.
• Lead or oversee investigations, corrective action, and separations, ensuring consistency, documentation, and legal compliance.
• Escalate high-risk matters (harassment, discrimination, terminations, legal exposure) to the Director before action is taken.
• Coach site managers and supervisors on communication, feedback, and people leadership.
• Promote a respectful, inclusive, high-accountability culture.

Workers' Compensation And Compliance

• Support the site's workers' compensation program in coordination with Safety, including employee relations matters, return-to-work efforts, modified duty coordination, and compliance requirements.
• Ensure site compliance with federal and state employment laws, including FLSA, FMLA, ADA, Title VII, and EEO requirements.
• Administer leave and accommodation programs, including FMLA, ADA, and applicable state requirements.
• Interpret, administer, communicate, maintain, and update company policies and procedures in coordination with the Director, ensuring consistent application across departments and alignment with business objectives.
• Manage I-9 and E-Verify processes, new hire reporting, EEO reporting, and government filings for the site.
• Support audits, compliance reviews, and year-end payroll and benefits processes.

HRIS, Data, and Process Improvement

• Maintain accurate HRIS data, personnel files, and HR documentation for the site, with confidentiality and record-retention compliance.
• Analyze site workforce data to identify trends, risks, and opportunities.
• Identify and carry out process improvements and support system implementations or upgrades.

Training and Development

• Coordinate site training, including required compliance and supervisory training.
• Partner with Operations and Safety on skills development, cross-training, and succession planning for critical site roles.
• Develop supervisors and emerging leaders.

Other

• Serve as liaison between site HR and Safety, Finance, Operations, the Director of HR, and peer HR Managers.
• Perform other HR-related duties and special projects as assigned.
• Assist in the development and management of departmental budgets, including recruiting, employee engagement, training, and HR-related expenditures.

Knowledge, Skills, And Abilities

• Strong operational follow-through and the ability to support company strategy locally
• Ability to lead, coach, and develop a team
• Sound judgment, integrity, discretion, and strict confidentiality.
• Working knowledge of federal and state employment laws and HR best practices
• Excellent written and verbal communication, with the ability to influence at all levels
• Analytical and problem-solving skills with data-driven decision-making
• Ability to manage multiple priorities and deadlines in a fast-paced manufacturing environment
• Credibility with both shop-floor employees and site leadership
• Ability to work independently at a site while staying aligned with the Director and company standards
• Ability to influence business decisions through sound HR judgment and data-driven recommendations.
• Ability to build strong partnerships with executives, managers, supervisors, and employees.
• Demonstrated ability to navigate complex employee relations matters while balancing business and employee needs.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred, or equivalent combination of education and experience
• Five to seven years of progressive HR experience across HR functions, including at least two years in a supervisory role
• Demonstrated experience in payroll, benefits, employee relations, recruiting, compliance, and workers' compensation
• Experience in manufacturing, skilled trades, or a similar environment with a diverse workforce
• Proficiency in HRIS and payroll systems and Microsoft Office (Word, Excel, PowerPoint, Outlook)
• Ability to pass a drug screen and background check

Preferred Qualifications

• SHRM-CP/SCP or PHR/SPHR certification
• Experience with apprenticeship or skilled-trades workforce programs
• Experience administering performance management or compensation programs
• Experience leading an HR team at a single manufacturing site

Work Environment and Physical Demands

• Primarily a professional office environment using standard office equipment, with regular computer work and extended periods of sitting.
• Occasional lifting up to 20 pounds.
• Regular visits to the manufacturing floor are required, with adherence to safety protocols and use of required PPE.
• Occasional travel to other company facilities.
• Occasional extended hours during open enrollment, year-end, or critical events.

Supervisory Responsibility

This position supervises the site HR Generalist. The HR Manager makes hiring, discipline, and performance decisions for HR staff in consultation with the Director of Human Resources.

Employment Disclaimer

This job description describes the general nature and level of work performed. It is not an exhaustive list of all duties, responsibilities, or qualifications. Duties may change as business needs require. This document does not constitute a contract of employment. Employment with ACS Manufacturing LLC is at-will and may be terminated by the employee or the company at any time, with or without cause or notice, subject to applicable law.

Equal Opportunity Employer Statement

ACS Manufacturing LLC is an Equal Opportunity Employer. We are committed to a workplace free from discrimination, harassment, and retaliation. Employment decisions are based on qualifications, merit, and business needs without regard to any status protected under federal, state, or local law.