HR Manager

CTS Corporation; Cranston (RI); Sur place; USD 90 000 - 120 000; Plein temps

Avantages offerts par ce poste

401K

Paid Time Off

Holiday Pay

Employee Assistance Program

Pet Insurance

Tuition Reimbursement

Résumé du poste

CTS Corporation in Cranston, Rhode Island, seeks an experienced Human Resources Manager to serve as the onsite HR leader for the SyQwest site. You will partner with site leadership and AMS HR to build trust, support cultural integration, and deliver reliable day-to-day HR support in a hands-on manufacturing environment.

The role covers employee relations, compliance, engagement, talent and workforce planning, HR operations, leadership coaching, and execution of CTS people processes.

Qualifications

• Bachelor’s degree in Human Resources or related field; equivalent experience considered.
• 6–8 years of progressive HR experience in manufacturing or similar complex environment.
• Experience advising leaders and influencing without direct authority.
• Experience with HRIS data, payroll validation, timekeeping, and leave administration.
• Experience supporting cultural integration, change-management, and talent processes preferred.
• Experience with HR systems and data integrity.

Responsabilités

• Serve as onsite HR leader, aligning people priorities with site stabilization and CTS integration objectives.
• Establish a visible HR presence and follow-through on employee issues.
• Coach leaders on communication, accountability, performance expectations, employee engagement, and CTS leadership standards.
• Lead site culture and engagement efforts, including listening mechanisms and action planning.
• Provide front-line employee relations support, investigations, performance concerns, attendance issues, policy interpretation, corrective action, documentation, and escalation.
• Coordinate with Legal, Corporate HR, Total Rewards, Safety, and AMS HR on sensitive matters and compliance.
• Support workforce planning, recruitment planning, talent review, succession planning, retention planning, onboarding, development, and performance management.
• Ensure timely execution of core HR processes, including HRIS transactions, payroll validation, benefits inquiries, surveys, recognition, and communications.

Connaissances

Employee relations

Investigations

Policy interpretation

HRIS data & payroll

Coaching leaders

Change management

Documentation discipline

Formation

Bachelor's degree in Human Resources

Outils

SuccessFactors

Dayforce

Microsoft 365

Description du poste

We are committed to finding smart solutions that enable an intelligent and seamless world. Our success as a world-class leader in technology has evolved from humble beginnings. In 1896, the enterprising father and son team of A.J. and George A. Briggs partnered with S.A. Buffington, a Chicago lawyer, to establish Chicago Telephone Supply Company (later to become CTS).

Today, CTS is a leading designer and manufacturer of sensors, actuators, and electronic components for suppliers and original equipment manufacturers. We have over 20 locations in 12 countries and more than 3,500 employees. Our innovative sensing, connectivity, and motion solutions offer a diverse range of products across diversified end markets including transportation, medical, aerospace and defense, and industrial. We are at the forefront of supporting innovating life-changing technology, focusing on quality to keep people safe, healthy, and happy.

POSITION SUMMARY

The Human Resources Manager, SyQwest is the onsite HR leader for the Cranston, Rhode Island site. This working manager role partners closely with site leadership and AMS HR to build trust, strengthen leadership capability, support cultural integration, and deliver reliable day-to-day HR support. The role is responsible for employee relations, compliance, engagement, talent and workforce planning, HR operations, leadership coaching, and execution of CTS people processes in a hands‑on manufacturing environment.

KEY RESPONSIBILITIES

• Serve as the onsite HR leader and trusted advisor to SyQwest site leadership, partnering with operations, functional leaders, and AMS HR to align people priorities with site stabilization, business performance, and CTS integration objectives.
• Establish a visible and consistent HR presence, with strong follow-through on employee and leadership issues.
• Coach leaders on communication, accountability, performance expectations, employee engagement, and CTS leadership standards.
• Lead site-level culture and engagement efforts, including listening mechanisms, action planning, communication routines, and visible leadership follow-up.
• Provide front‑line employee relations support, including investigations, conflict resolution, performance concerns, attendance issues, policy interpretation, corrective action, documentation, and appropriate escalation.
• Reinforce CTS standards of conduct, ensuring expectations are communicated, documented, and applied consistently.
• Partner with Legal, Corporate HR, Total Rewards, Safety, and AMS HR on sensitive employee matters, compliance, compensation, leave administration, workers’ compensation, and risk mitigation.
• Support workforce planning, recruitment planning, talent review, succession planning, retention planning, onboarding, assimilation, development planning, and performance management.
• Ensure timely and accurate execution of core HR processes, including employee changes, HRIS transactions, timekeeping support, payroll validation, benefits inquiries, surveys, recognition programs, and employee communications.
• Lead annual site compensation planning activities with support from Corporate HR, including data review, leader guidance, calibration support, and completion of required actions.
• Provide direction and coordination for shared HR Administrator support while remaining hands‑on in daily employee support, floor presence, practical problem-solving, and HR process reliability.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

• Strong knowledge of employee relations, investigations, performance management, employment law, policy interpretation, compensation, benefits, leave administration, workers’ compensation, payroll validation, timekeeping, and HR systems.
• Ability to build credibility with employees and leaders through sound judgment, discretion, confidentiality, consistency, and follow-through.
• Demonstrated ability to influence without direct authority and coach leaders through complex people, culture, performance, and change‑management matters.
• Hands‑on, operational mindset with the ability to balance strategic HR partnership and detailed administrative execution in a manufacturing site environment.
• Strong documentation discipline, attention to HR data integrity, and ability to manage sensitive matters with fairness and appropriate escalation.
• Experience supporting culture integration, engagement, communication routines, leadership cadence, talent review, succession planning, retention planning, and workforce planning.
• Proficiency with Microsoft Outlook, Teams, and Microsoft 365 tools; ability to use technology to improve HR communications, analytics, process efficiency, and employee support.

REQUIRED QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business, or a related field required; equivalent experience may be considered where appropriate.
• Minimum of 6–8 years of progressive HR experience required, including employee relations and HR business partner support in a manufacturing, operations, engineering, defense, aerospace, industrial, or similarly complex environment.
• Experience advising leaders, influencing without direct authority, and establishing credibility in a hands‑on site environment required.
• Experience with HRIS data, employee lifecycle transactions, payroll validation, timekeeping, leave administration, workers’ compensation coordination, and policy interpretation required.
• Experience supporting cultural integration, change‑management, employee engagement, leadership coaching, talent review, succession planning, and retention planning preferred.
• SuccessFactors and Dayforce, or similar absence management system experience, preferred.
• Proficiency with Microsoft Outlook, Teams, and Microsoft 365 tools required; experience using Copilot or other AI‑enabled tools preferred.
• Limited travel required, as needed for CTS meetings, training, or site integration activities.

JOIN US

At CTS, one of the ways we recognize the value of our employees is through our comprehensive benefits program. Highlights of our benefits program for full‑time employees include:

• 401K
• Paid Time Off
• Holiday Pay
• Employee Assistance Program
• Pet Insurance
• Tuition Reimbursement

UNITED STATES EEO STATEMENT

CTS Corporation (the “Company”) is an affirmative action/equal opportunity employer who complies with all applicable federal, state, and local employment laws. In order to provide equal employment and advancement opportunities to all individuals, employment decisions at the Company will be based on merit, qualifications, and abilities. It has been and shall continue to be both the official policy and the commitment of the Company to further equal employment opportunities for all persons regardless of, among other characteristics, race, religion, color, national origin, sex, sexual orientation, gender identity, age, genetic information, status as a protected veteran or status as a qualified individual with a disability, or any other characteristics protected by applicable Federal, State or Local law.

ADA accommodation statement: If you require reasonable accommodation in the application process, call Human Resources at 630-577-8811. All other applications must be submitted online.

UNITED STATES ADDITIONAL CONSIDERATIONS

It is unlawful in all states where the Company operates, including Massachusetts, to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates applicable laws may be subject to criminal penalties and civil liability. The Company does not require a lie detector test as a condition of employment nor continued employment.

Applicants must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the United States.

No agencies, please. We do not accept any unsolicited resumes and are not looking to engage an agency. We receive inquiries from agencies daily. Do not direct any inquiries or emails to hiring managers. It is not our standard practice to utilize agencies; we are a federal contractor and need to comply with the same process for all.