HR Manager

Crane Co.; Bolingbrook (IL); On-site; USD 80,000 - 100,000; Full time

Benefits offered by this job

Competitive salary

Comprehensive benefits

Professional development opportunities

Job summary

A leading manufacturing company in Bolingbrook, IL is seeking a Human Resource Manager to oversee HR operations for approximately 40 associates. The role includes strategic leadership in talent acquisition, employee relations, and compliance with laws. You will work closely with senior leadership to align HR strategies with business objectives. The ideal candidate has strong experience in HR management, excellent communication skills, and a background in developing organizational strategies. Benefits and competitive compensation are offered.

Qualifications

• Proven experience in strategic HR management.
• Strong knowledge of employment laws and regulations.
• Excellent communication and interpersonal skills.

Responsibilities

• Manage day-to-day HR tasks for approximately 40 associates.
• Develop integrated talent strategies to align with business goals.
• Lead compensation and benefits planning processes.
• Conduct Intellectual Capital reviews regularly.

Skills

Talent acquisition

Employee relations

Compensation analysis

Organizational development

Policy development

Education

Bachelor's degree in Human Resources or related field

Tools

HRIS systems

Microsoft Office

Job description

**Position**: Human Resource Manager (HR) **Business Unit**: Nuclear **Reports To**: Vice President of Human Resources **Department**: Human Resources **COMPANY & CULTURE**Crane (NYSE: CR) is a leading global provider of mission-critical, highly engineered products and solutions, with differentiated technology, respected brands, and leadership positions in the Process Flow Technologies and Aerospace & Electronics markets. Today, Crane has approximately 7,000 associates in the Americas, Europe, the Middle East, Asia, and Australia, with 2024 net sales of more than $2 billion. Crane Company celebrated our 170th anniversary this year.With strict adherence to the Crane Business System (CBS), Crane is a highly process focused organization. CBS has been, and will continue to be, a critical driver of Crane's consistent execution and long-term success, driving a performance-based culture with a strong focus on accountability and results. Through the years, Crane has excelled in serving its customers, employees, investors, and communities in which they operate by focusing on the following principles:* Unwavering commitment to ethics and integrity. The R.T. Crane Resolution written when the company was founded in 1855 is the core upon which our business has been built, *"I am resolved to conduct my business in the strictest honesty and fairness, to avoid all deception and trickery, to deal fairly with both customers and competitors, to be liberal and just towards employees and to put my whole mind on the business".** Focus on philanthropy. Giving back to the communities in which we operate has been a core part of the Company’s identity for over a century, deeply rooted in the values of our founder, R.T. Crane. We believe that success comes with a responsibility to support both employees and the broader community – not just through financial contributions, but also through active engagement and volunteerism.* Customer focus. Every day, Crane’s associates ensure that they are doing their utmost to solve their customer’s most critical process needs. With a high commitment to Quality and On-Time Delivery, we leverage our innovative solutions to solve their most pressing needs. Driving profitable growth, for our customers… our associates… our communities… and our shareholders.* A disciplined cadence of execution built on clear objectives and metrics, detailed action plans and a repeatable process to drive execution and profitable growth.* Emphasis on continuous improvement in all that we do. We believe there is always an opportunity to become better, and we continuously strive to improve in all facets of our business, eliminating waste, variation, and overburden.* Development of our people, who are process focused and thrive on executing strategy and profitable growth through a disciplined cadence of execution. Nothing that we accomplish can be achieved without our outstanding employees. They are an integral part of who we are, and we leverage our Intellectual Capital\* (IC) process to foster their growth and development.In June 2025, Crane announced our intent to acquire Precision Sensors & Instrumentation (“PSI”), a leading provider of sensor-based technologies for aerospace, nuclear and process industries, from Baker Hughes. The $1.1 billion acquisition will add roughly $400 million in sales and 1,700 associates to Crane. PSI includes the Panametrics, Druck, and Reuter-Stokes brands that manufacture instrumentation and sensor-based technologies to detect and analyze pressure, flow, gas, moisture, and radiation across various industries, serving customers in more than 90 countries. Crane is so excited for the planned welcome of these brands into our portfolio and the role they will play in continuing to drive profitable growth for the company.**OPPORTUNITY**This exciting opportunity is part of the nuclear business.The Human Resource Manager will have primary responsibility for the day-to-day human resources tasks, including managing talent needs identification, talent acquisition, organizational and management development, employee relations, compensation and benefits, policy development and legal compliance for approximately 40 associates at the Bolingbrook, IL location. They will collaborate with the VP/GM and senior leaders to understand the strategy of the business and assist in assuring the right organizational structure to deliver key deliverables.**RESPONSIBILITIES****Strategic Leadership, Operational Excellence & Growth*** Work with the VP/GM to clearly understand the strategy of the business and develop a comprehensive, integrated talent strategy, ensuring that the site is making the right talent decisions to meet its strategic priorities.* Provide the VP/GM with critical business partner support, to ensure support of overall achievement of the business’ various strategic objectives, while ensuring delivery of annual performance results: Sales, Operating Profit and Free Cash Flow (FCF).* Sounding board for the VP/GM and management team, talent related as well as pushing for results effectively within the team to drive growth of business in addition to being vigilant around cost containment opportunities challenging yourself on human capital expenditures and also challenging the VP/GM and management team on the same, when appropriate.* Develop and execute action plans that support the site’s overall business goals for profitable growth. Plans include Compensation, Talent Development, Performance Management, Associate Relations, etc.* Drives adherence to Crane Business System by enforcing standard work for all processes within the function. More broadly, champions Kaizen activity targeted to solve problems and/or for operational efficiency. Holds business participants accountable for actionable results. Recommend team members for key training offered through the CBS office.* The HR Manager goes to GEMBA to understand key issues where the work is done vs. managing from their office. Ensures associates are heard and actions taken to improve the work environment.**Intellectual Capital*** Crane has a rigorously defined Intellectual Capital (IC) process and cadence. This top HR role will own the IC process for the site and hold managers accountable for *Strategy -> Structure -> People* approach to achieving culture and talent outcomes.* Crane’s Intellectual Capital (IC) process covers the entire associate development life cycle, including Talent Recruitment & Onboarding, Associate Development, Performance Management, Compensation Planning & Recognition, and Retirement. The IC Process is underpinned by a comprehensive Intellectual Capital Review which is conducted at multiple points during the year to ensure that associates are being developed for future roles and that the organization is achieving its talent goals. A core responsibility of the role is to lead and manage Bolingbrook’s IC process to achieve business performance objectives and provide growth and development for our associates.The following highlight these critical components of IC:* **Recruiting, Selection and Onboarding** + Anticipate future trends and respond to the changing needs of a diversified workforce by planning, creating, implementing, and evaluating innovative tactics to recruit top talent. + Master Crane’s processes within the HR team and provide on-going reinforcement of Crane’s interview process; accountable to ensure leadership understands and properly executes the process, resulting in sound hiring decisions.* **Compensation, Benefits and Recognition** + Ensure accurate market pricing of roles, working with