Human Resources Manager

Milwaukee Electric Tool Corporation; Olive Branch (MS); On-site; USD 85,000 - 115,000; Full time

Benefits offered by this job

Robust health, dental and vision insurance plans

Generous 401(k) savings plan

Education assistance

On-site wellness and fitness center

Food and coffee service

Job summary

Milwaukee Electric Tool Corporation is seeking a Human Resources Manager to drive organizational effectiveness through strategic talent support. The ideal candidate will thrive in a fast-paced setting while fostering a high-performing, inclusive culture.

This role involves partnering with senior leadership, utilizing data-driven insights to inform decisions, and managing employee relations. The position offers robust benefits including health insurance and a 401(k) plan.

Qualifications

• 7+ years of progressive HR/Talent experience.
• Strong knowledge of employee relations and compliance practices.
• Advanced data analytics and reporting skills.

Responsibilities

• Provide end-to-end talent support to drive organizational effectiveness.
• Leverage workforce data to identify trends and inform decision-making.
• Facilitate talent reviews, succession planning, and performance management.

Skills

Strategic Thinking & Business Acumen

Executive Communication & Influence

Strong Data-Driven Decision Making

Employee Relations Expertise

Change Leadership

Education

Bachelor’s degree in Human Resources, Business, or a related field

Tools

Data analytics tools

Job description

We create empowered leaders!

At Milwaukee Tool we firmly believe that our People and our Culture are the secrets to our success, so we give you access to everything you need to support the needs of our employees.

Our Talent Management team is committed to providing support, tools, programs, and innovative technologies that allow our leaders to build inclusive, high‑performing teams. We partner with leadership to create proactive talent solutions to optimize the organization’s short and long‑term goals. Our focus on the employee experience enables us to attract, develop, engage, and retain people to their full potential.

Behind our doors you’ll be empowered every day to own it, drive it, and do what it takes to enhance the people behind the biggest breakthroughs in industry. Meanwhile, you’ll have the support and resources of the fastest‑growing brand in the construction industry to make it happen.

Your Role on Our Team

As the Human Resources Manager you will be excited by the variety of work and will thrive in this tremendously fast‑paced environment. You will enjoy working on many things at once and at a very quick pace. In this position, you will build collaborative relationships across the organization and be a key influencer and trusted advisor.

Role Overview

The Human Resources Manager serves as a strategic partner to business leaders, providing end‑to‑end talent support that drives organizational effectiveness, employee engagement, and business performance. This role operates as a trusted advisor with an earned seat at the leadership table, influencing decisions through data, insight, and strong business acumen. In this role, you will be responsible for aligning talent strategies to business goals, coaching senior leaders, and ensuring compliance while fostering a high‑performing, inclusive culture.

Disruptive Duties and Responsibilities

Strategic Business Partnership

• Partner with senior leadership to develop and execute talent strategies aligned to short‑ and long‑term business objectives.
• Serve as a trusted advisor and influencer, providing guidance on organizational design, workforce planning, and leadership effectiveness.
• Translate business needs into actionable talent solutions, driving measurable impact.
• Lead and influence change management initiatives across the organization.

Data Analytics & Insights

• Leverage workforce data (turnover, engagement, performance, succession, etc.) to identify trends and root causes.
• Develop and deliver executive‑level presentations and insights that inform decision‑making.
• Use analytics to proactively shape talent strategy, retention plans, and organizational health.
• Drive accountability through metrics, scorecards, and ongoing business reviews.

Employee Relations & Legal Compliance

• Partner with the local Employee Relations Team and leaders to navigate employee relations matters, providing clear guidance, coaching, and risk‑based recommendations aligned with company policy and legal standards.
• Serve as a trusted advisor, ensuring consistent application of policies, practices, and documentation across the organization.
• Support resolution of employee concerns through consultation, influence, and partnership with leadership while maintaining fairness, consistency, and objectivity.
• Support or in some cases lead employee investigations based on complexity and risk, ensuring thorough documentation, fact‑based decision‑making, and alignment with legal and compliance standards.
• Drive leader accountability for proper documentation, consistency, and adherence to policy.
• Ensure adherence to federal, state, and local employment laws and company policies; proactively identify and mitigate potential risk areas.
• Partner with the local Employee Relations Team or Director of Talent Management on escalations, ensuring audit‑ready documentation, defensible outcomes, and adherence to required processes and timelines.
• Maintain a zero‑tolerance approach to documentation gaps, ensuring all employee relations matters are documented timely, accurately, and completely.
• Support local Employee Relations Partner(s) to ensure all cases, actions, and outcomes are audit‑ready at any point, with clear rationale and supporting documentation.

Performance & Talent Management

• Drive performance management processes, including coaching, development planning, and performance improvement.
• Facilitate talent reviews, succession planning, and leadership pipeline development.
• Lead internal talent mobility efforts to align workforce capabilities with business needs.
• Partner with leaders on promotions, compensation recommendations, and organizational structure.

Employee Experience & Engagement

• Support and execute engagement strategies (surveys, skip‑levels, stay/exit interviews, action planning).
• Identify opportunities to enhance culture, retention, and employee experience.
• Drive leader accountability for engagement outcomes and action plans.

Organizational Development & Change

• Partner with leadership and, on occasion, Talent Development to support organizational transitions and capability building.
• Influence leadership behaviors that drive performance, inclusion, and culture.
• Lead initiatives that strengthen bench strength and long‑term workforce readiness.

The Tools You’ll Bring With You

Required

• Bachelor’s degree in Human Resources, Business, or a related field (or equivalent experience).
• 7+ years of progressive HR/Talent experience, including business partnership/manager.
• Proven experience partnering with senior leaders (Director+ level).
• Strong knowledge of employee relations, employment law, and compliance practices.
• Advanced data analytics, reporting, and presentation skills.
• Demonstrated ability to influence decision‑making and drive results through others.
• Exceptional communication skills (written, verbal, and executive‑level storytelling with data).

Other Tools We Prefer You to Have

• Experience in distribution or operations environments.
• Experience leading organizational design or transformation initiatives.
• Strong project management and change management capabilities.

Core Competencies

• Strategic Thinking & Business Acumen
• Executive Communication & Influence
• Strong Data‑Driven Decision Making
• Time Management, Prioritizing, and Follow‑up
• Attention to Detail
• Employee Relations Expertise
• Leadership Coaching & Development
• Change Leadership
• Organizational Effectiveness
• Integrity, Judgment, and Confidentiality

What Success Looks Like

• Earns and maintains a credible, trusted seat at the table with senior leaders.
• Drives measurable improvements in retention, engagement, and performance.
• Anticipates business needs and proactively delivers talent solutions.
• Builds strong leadership capability and organizational bench strength.
• Balances strategic influence with operational execution in a fast‑paced environment.
• We reserve the right to make scheduling adjustments based on business need; the ideal candidate requires scheduling flexibility to meet the needs of the business across all shifts, and permanent schedule changes with reasonable notice.

Benefits

• Robust health, dental and vision insurance plans.
• Generous 401(k) savings plan.
• Education assistance.
• On‑site wellness, fitness center, food, and coffee service.
• And many more; check out our benefits site.

Milwaukee Electric Tool Corporation (Milwaukee Tool) is an equal opportunity and affirmative action employer seeking to employ and advance in employment qualified persons without discrimination and to not allow harassment of any employee or applicant because of race, ethnicity, color, religion, sex, sexual orientation, gender identity, genetic characteristics, physical or mental disability, national origin, age, status as a protected veteran, and any other status protected by local, state, or federal law.