HUMAN RESOURCES MANAGER

Stamped Products Incorporated; Gadsden (AL); On-site; USD 100,000 - 130,000; Full time

Job summary

Stamped Products Incorporated in Alabama seeks an experienced HR leader to direct all HR functions and to partner with senior management on strategic workforce initiatives. You will own talent acquisition, onboarding, employee relations, compliance, and HR operations, driving programs aligned with business goals.

Ideal candidates will have a strong track record in leadership, policy development, and data-driven HR management, with experience in HRIS and payroll systems.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field.
• 7–10 years of progressive HR experience including at least 3 years in a supervisory or management role.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Responsibilities

• Lead and direct all phases of the HR function as a strategic partner to senior management.
• Own talent acquisition, onboarding, employee relations, compliance, workforce planning, and HR operations.
• Develop and execute HR programs aligned with business goals.
• Oversee HR metrics, budgeting, and reporting to management.
• Represent the company at hearings and in personnel-related proceedings when needed.

Education

Bachelor's degree in HR or related field

Seven to ten years HR experience

Supervisory/management experience

Strong communication

Strategic partnership

Tools

IQMS

ADP

HRIS

Job description

Leads and directs all phases of the organization's human resource’s function, including talent acquisition, employee relations, compliance, workforce planning, and HR operations. Acts as a strategic partner to senior management, develops and executes HR programs aligned with business goals. Other duties may be assigned.

Essential Duties and Responsibilities

Duties are representative and not exhaustive.

Talent Acquisition and Workforce Planning

• Own the recruiting, interviewing, and hiring strategy to fill vacancies in line with business needs and budget.
• Develop weekly and monthly staffing reports and forecasts and recommend actions to close gaps against staffing goals.
• Plan and implement programs addressing staffing, regulatory, training, and associate needs.

Onboarding, Training, and Development

• Oversee new hire orientation and training programs and evaluate their effectiveness.
• Partner with department leaders on skills development, succession planning, and performance management.

Employee Relations

• Serve as the primary escalation point for associate complaints, disciplinary actions, and conflict resolution.
• Oversee documentation of discipline, recognition, and rewards to ensure fairness and consistency.
• Lead workplace investigations and advise managers on corrective action.
• Manage the attendance program, analyze absenteeism and turnover trends, and implement procedures to reduce both.

Compliance and Risk Management

• Ensure organizational compliance with employment laws, including FMLA, FLSA, ADA, and EEO.
• Oversee accident investigations and reports to insurance carriers and partners on safety and workers' compensation programs.
• Oversee unemployment claims and separation processes, including separation notices and exit interviews.
• Represent the organization at hearings, agency investigations, and other personnel-related proceedings.
• Maintain accurate records for governmental and EEO reporting.

HR Operations, Benefits, and Systems

• Oversee personnel records and transactions (promotions, transfers, performance reviews, terminations) and insurance and benefits records.
• Direct the use of HR systems (e.g., IQMS, ADP) to ensure data integrity, reporting, and process efficiency.
• Review and update handbook policies and procedures regularly and recommend improvements.

Leadership and Representation

• Manage the HR budget and report HR metrics (turnover, time-to-fill, absenteeism, cost-per-hire) to management.
• Define problems, collect data, establish facts, and draw valid conclusions to support decisions.
• Present findings and recommendations effectively to senior management.
• Represent the company at community and service functions.

Qualifications

The individual must be able to perform each essential duty satisfactorily. The requirements below are representative of the knowledge, skill, and ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Education and Experience

• Bachelor's degree (B.A./B.S.) in Human Resources, Business Administration, or a related field required.
• Seven to ten years of progressive HR experience, including at least three years in a supervisory or management role.
• Equivalent combination of education and experience may be considered.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Knowledge, Skills, and Abilities

• Strong working knowledge of federal and state employment law (FMLA, FLSA, ADA, EEO).
• Experience with HRIS and record-keeping systems such as IQMS and ADP, and proficiency with Microsoft Office.
• Ability to interpret a wide variety of information involving abstract and concrete variables.
• Sound judgment, discretion, and the ability to handle confidential matters.
• Excellent written and verbal communication, with the ability to respond to inquiries and complaints from associates, customers, regulatory agencies, and the business community.
• Demonstrated ability to lead a team, influence senior managers, and drive change.