Human Resources Manager

LCI-Lawinger Consulting; Fridley (MN); On-site; USD 96,000 - 130,000; Full time

Benefits offered by this job

Health & welfare benefits

401(k) plan contribution

Paid time off

Paid holidays

Job summary

LCI-Lawinger Consulting seeks a seasoned HR Business Partner to lead global HR processes and drive strategic workforce initiatives in a manufacturing/R&D setting in Minnesota. The role partners with site leadership to align talent strategies with business priorities and oversees an HR team to ensure engagement and compliance.

The position emphasizes staffing, compensation, employee relations, and development, with travel as needed and a requirement to work onsite five days weekly.

Qualifications

• 8+ years of progressive HR experience, including HR business partnering in manufacturing/R&D environments.
• Core HR disciplines: talent strategy, workforce planning, compensation, employee and labor relations, engagement, performance management, succession planning.
• Strong knowledge of employment laws and regulations with business-focused risk assessment.
• Proven ability to influence and partner with senior leaders to align HR strategies with business objectives.
• Strong business acumen and ability to translate organizational priorities into talent decisions.
• Data-driven mindset with ability to analyze workforce trends and derive actionable insights.
• Excellent communication skills to engage and challenge stakeholders at all levels.
• Experience leading through organizational change, integration, or scaling efforts.
• Must work from the office 5 days per week and travel occasionally.

Responsibilities

• Deploy global HR processes (talent management, acquisition, workforce planning, compensation, engagement).
• Lead HR integration to transition the local medical device company into the client.
• Partner with leaders to drive competitive compensation and high engagement.
• Assess staffing needs with leadership to meet business objectives.
• Develop and implement succession plans and support leadership in development.
• Analyze talent data to drive business performance improvements.
• Manage complex employee relations matters and ensure proper investigations and resolutions.
• Ensure compliance with employment laws and partner with HR leadership and legal as needed.
• Coach leaders on performance, development, and disciplinary actions.
• Foster a collaborative work environment to boost morale and retention.
• Interpret HR policies and provide guidance to leaders and staff.
• Lead, coach, and develop direct reports to build a high-performing HR team.
• Evaluate training programs for effectiveness and alignment with business needs.
• Perform other duties as assigned.

Skills

Talent management

Workforce planning

Compensation

Employee relations

Engagement

Performance management

Succession planning

Change management

Communication

Leadership

Job description

Job Type

Full-time

Description

Company Overview

Our client is a global leader in advanced engineering, prototyping, product development, and micro manufacturing, driving innovation in the medical device industry. With rapid expansion across all our locations, we continue to push the boundaries of technology while fostering a dynamic, employee-centered culture. Their commitment to excellence and continuous improvement makes our client an exciting place for professionals passionate about shaping the future of micro-manufacturing and being part of something bigger. This role supports a local medical device team, a newly acquired business who is the nation’s largest full medical device development company with full manufacturing services based in Fridley, MN.

The HR Manager partners closely with site leadership to ensure talent strategies are aligned with the global business priorities and are effectively deployed across locations. The role collaborates across the HR organization to effectively support the needs of the business while ensuring high employee engagement. This role reports to the Sr. Manager, HR Business Partner and has one (1) direct report.

Join our client and be part of a team that’s redefining medical device manufacturing. If you’re passionate about innovation and thrive in a fast-paced environment, we’d love to hear from you.

Position Description

• Ensures effective deployment of global HR processes (e.g., talent management, talent acquisition, workforce planning, compensation, employee engagement).
• Leads HR integration efforts to successfully transition the local medical device company into our client.
• Partners with leadership to drive competitive compensation practices and high employee engagement.
• Collaborates with leaders to assess workforce needs and ensure appropriate staffing to meet business objectives.
• Develops and implements succession plans and supports leadership in driving employee development and career growth.
• Analyzes talent data and trends to identify insights and implement solutions that drive business performance.
• Manages complex employee relations matters, conducting thorough, objective investigations and ensuring appropriate resolution.
• Ensures compliance with employment laws and regulations, maintaining up-to-date knowledge and partnering with HR leadership and legal as needed.
• Provides coaching and guidance to leaders on performance management, employee development, and disciplinary actions.
• Fosters a collaborative and engaging work environment to enhance morale, productivity, and retention.
• Interprets and applies HR policies, providing clear guidance to leaders and employees.
• Leads, coaches, and develops direct reports to build a high-performing HR team.
• Evaluates and monitors training programs to ensure effectiveness and alignment with business needs.
• Performs other duties as assigned.

Requirements

• Minimum of 8 years of progressive HR experience, including HR business partnering within a manufacturing and/or R&D environment.
• Demonstrated expertise across core HR disciplines, including talent strategy, workforce planning, compensation, employee and labor relations, engagement, performance management, and succession planning.
• Strong understanding of employment laws and regulations, with the ability to apply them in a business-focused, risk-balanced manner.
• Proven ability to influence and partner with senior leaders, aligning HR strategies to business objectives.
• Strong business acumen, with the ability to understand organizational priorities, operational drivers, and financial implications of talent decisions.
• Data-driven mindset, with the ability to analyze workforce trends and translate insights into actionable strategies.
• Excellent communication skills, with the ability to effectively engage, influence, and challenge stakeholders at all levels.
• Demonstrated ability to lead through change, including organizational transformation, integration, or scaling environments.
• Must work from the office 5 days per week for team support and collaboration.
• Occasional travel to other facilities.

Summary of Benefits

• Group health & welfare benefits: Options for Medical, Dental and Vision insurance, Health Savings Account (requires participation in eligible medical plan), and Flexible Spending Accounts.
• Company-paid benefits: Employee Life Insurance & Accidental Death & Dismemberment (AD&D), Long Term Disability (LTD), Kavira (requires participation in medical plan).
• Voluntary, employee-paid benefits: Employee Supplemental Life & AD&D, Spouse and Dependent Life & AD&D, Short Term Disability (STD), Accident, Critical Illness, and Hospital Indemnity, Employee Assistance Program.
• Flexible Time Off Program
• Paid Parental Leave
• Paid Holidays
• Benefits and incentive compensation may be subject to generally applicable eligibility, waiting period, contribution, and other requirements and conditions.

Compensation

• The typical base pay range for this role is between $96,000-130,000/year. Actual base compensation will be based on individual job-related knowledge, skills, expertise, and experience.
• This position is eligible for their annual incentive program.
• 401(k) Plan: Company-provided Safe Harbor Contribution of 3% of eligible earnings.