Human Resources Manager

IFABCORP; Gastonia (NC); On-site; USD 85,000 - 110,000; Full time

Job summary

IFAB Corp is seeking a hands-on Human Resources Manager to lead day-to-day people operations for a growing, approximately 350-employee metal-fabrication manufacturer. The role blends strategic partnership with execution across recruiting, employee relations, compliance, benefits, payroll coordination, HRIS administration, and workforce development.

The HR Manager ensures IFAB has the workforce, systems, policies, and employee-support practices needed to safely produce high-quality fabricated

Qualifications

• Experience leading HR in a manufacturing environment.
• Proficient in compliance (I-9, E-Verify, OSHA) and employee relations.
• Skilled in benefits, payroll coordination, HRIS and reporting.

Responsibilities

• Lead the HR function across departments and shifts; implement practical HR processes.
• Supervise HR staff, recruiters, and support personnel; advise managers on staffing and discipline.
• Oversee talent acquisition, onboarding, and new-hire orientation with a focus on retention.
• Coordinate compensation, benefits, payroll, and leave programs; ensure data integrity and reporting.
• Maintain compliance with federal and local requirements; manage HRIS data and audits.

Skills

HR leadership

Recruiting

Employee relations

Compliance

Benefits administration

Payroll coordination

HRIS administration

Workforce development

Performance coaching

People management

Tools

UKG Pro/UKG Ready

Job description

IFAB Corp is seeking a hands-on Human Resources Manager to lead day-to-day people operations for a growing, approximately 350-employee metal-fabrication manufacturer. The role balances strategic partnership with practical execution across recruiting, employee relations, compliance, benefits, payroll coordination, HRIS administration, and workforce development. HR managers commonly oversee recruitment, employee relations, compensation, benefits, HR systems, and compliance while serving as a bridge between employees and leadership.

The Human Resources Manager ensures IFAB has the workforce, systems, policies, and employee-support practices needed to safely produce high-quality fabricated metal products. This person partners closely with operations leaders across stamping, forming, welding, CNC, assembly, paint, maintenance, quality, and office functions to build a reliable, engaged, and accountable workforce.

HR Leadership and Operations

• Lead the HR function and establish consistent, practical HR processes across all IFAB departments and shifts.
• Supervise, coach, and prioritize work for HR Coordinator(s), recruiters, and other HR support staff.
• Serve as a trusted advisor to managers on staffing, performance, attendance, discipline, coaching, terminations, and employee communication.
• Maintain a professional, confidential, service-oriented HR department.
• Develop and manage the HR calendar, including performance reviews, benefits enrollment, wage reviews, training, compliance reporting, and employee-engagement activities.

Talent Acquisition and Onboarding

• Lead workforce planning with operations and department leaders, including headcount forecasts, replacement hiring, and hard-to-fill skilled-trades recruiting.
• Manage the full recruiting lifecycle: job descriptions, posting, sourcing, interviewing, offers, background checks, pre-employment requirements, and onboarding.
• Build recruiting pipelines for welders, press brake operators, CNC operators, quality personnel, maintenance technicians, production supervisors, and other manufacturing roles.
• Manage staffing-agency relationships and evaluate agency performance, conversion results, safety, quality, attendance, and turnover.
• Ensure new employees receive a structured orientation covering safety, policies, benefits, attendance expectations, culture, and job-specific training.
• Improve new-hire retention through 30-, 60-, and 90-day check-ins.

Employee Relations and Performance

• Lead investigations, document findings, and recommend appropriate action for employee-relations concerns, complaints, policy violations, harassment, discrimination, and workplace conflict.
• Coach supervisors to apply policies consistently and document performance, attendance, conduct, and corrective-action issues properly.
• Administer progressive discipline, performance-improvement plans, separations, exit interviews, and reduction-in-force processes when required.
• Support a respectful and inclusive workplace culture while maintaining clear standards for performance, attendance, safety, and conduct.
• Analyze turnover, absenteeism, retention, engagement, and staffing trends; recommend corrective actions to leadership.

Compensation, Benefits, and Payroll Support

• Administer compensation programs, including wage ranges, market reviews, promotional increases, annual merit processes, and internal pay equity reviews.
• Partner with leadership on hourly wage structures and incentives appropriate for manufacturing operations.
• Lead benefits administration, annual open enrollment, employee communications, vendor relationships, eligibility audits, and leave coordination.
• Coordinate closely with payroll to ensure accurate employee records, pay changes, deductions, timekeeping, attendance information, and required documentation.
• Manage FMLA, ADA accommodations, workers’ compensation coordination, return-to-work processes, and other employee leave programs.

Compliance, HRIS, and Reporting

• Maintain compliance with applicable federal, North Carolina, and local employment requirements, including wage-and-hour practices, I-9 and E-Verify, EEO, FMLA, ADA, OSHA-related recordkeeping support, and personnel-record requirements.
• Maintain and update the employee handbook, HR policies, standard operating procedures, forms, and personnel-file practices.
• Own HRIS data integrity in UKG Pro/UKG Ready or other designated systems; ensure employee data, reporting, workflows, and approvals are accurate and timely.
• Prepare routine HR metrics and leadership reports, including headcount, turnover, open roles, time-to-fill, absenteeism, overtime trends, staffing-agency usage, and retention.
• Partner with Safety, Quality, Finance, and Operations during audits, investigations, training, and compliance initiatives.