Human Resources Manager

Tandem Foods; Pittsburgh (Allegheny County); On-site; USD 80,000 - 100,000; Full time

Job summary

Tandem Foods is seeking an HR Manager to oversee HR functions across its Pittsburgh Campus, focusing on maximizing employee performance and engagement. This pivotal role requires strong leadership in managing a diverse workforce, ensuring compliance with employment laws, and developing effective HR strategies.

The ideal candidate will have at least 5 years of HR experience, including 2 years in management, and a Bachelor's degree in HR or a related field. Candidates must possess strong communication skills and the ability to foster a positive work environment.

Qualifications

• Minimum of 5 years of HR experience, with at least 2 years in a management role, preferably in a manufacturing environment.
• Strong knowledge of employment laws and regulations.
• Proficiency in HRIS and ability to act with integrity and confidentiality.

Responsibilities

• Lead and direct the HR team to foster engagement and ensure positive employee relations.
• Partner with leadership to improve employee performance aligned with strategic goals.
• Coach and train the HR team for operational excellence.

Skills

Change Management Expertise

Cultural Transformation

Leadership and Influence

Strategic Thinking

Communication Skills

Resilience and Adaptability

Collaboration and Teamwork

Education

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

Tools

HRIS and HR-related software

Job description

The HR Manager will support our multi‑site food manufacturing operation. This role is pivotal in maximizing employee performance to achieve the organization’s strategic objectives. The HR Manager will oversee the HR program across our Pittsburgh Campus to ensure consistency and efficiency. This role will protect all aspects of the business, consult and influence talent decisions, and partner with managers and the Plant Leaders to become a trusted advisor. This role also emphasizes serving our hourly workforce and being accountable for their success.

Essential Functions & Key Responsibilities

Strategic HR Leadership

• Lead and direct the plant Human Resources team to include fostering a strong engagement culture, bridging diverse work teams through solid communications, ensuring positive employee relations, and developing solid candidate pipelines for hourly and skilled positions
• Know our business and goals. Utilize business knowledge to provide support to leaders in solving business challenges. Develop solutions and assist in communication and deployment
• Regularly assess what great looks like
• Partner with leadership to improve engagement. Develop and implement HR strategies to maximize employee performance to support the company’s strategic objectives.
• Continue to build knowledge and keep current on changing legal and people landscape
• Collaborate with HR Operations to reassess policies and procedures to ensure compliance, relevance and a best‑in‑class employee experience

Partnership and Advisory

• Partner with managers and the Plant Director to understand their needs.
• Act as a trusted advisor to leadership on HR‑related matters.
• Safeguard the interests of the business, managers, and employees. Ensure compliance with all legal and regulatory requirements.
• Provide consultation to leaders regarding associate disciplinary and terminations. Look for trends and opportunities to improve two‑way communication and relationship building.
• Coach and support leaders on leading productive coaching sessions. Support explanation of the “why.”
• Investigate thoroughly and with speed. Communicate timely; document well and elevate as appropriate.
• Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices. Reviews policies and practices to maintain compliance.

Employee Engagement and Development

• Coach, train and develop the facilities’ Human Resources team
• Consult, guide and influence talent decisions
• Support leadership goals and future needs by facilitating methods of assessing talent and identifying bench strength for critical roles. Champion a culture of collaborative communication amongst leadership and from leader to employee
• Oversee recruitment, onboarding, and retention strategies.
• Serve the hourly workforce and hold yourself accountable for their success.
• Foster a positive and inclusive work environment.

Operational Excellence

• Utilize HR metrics and analytics to drive decision‑making and continuous improvement.
• Lead workforce planning, training and development initiatives to support continuous improvement, increased efficiency and automation enhancements
• Manage HR budgets and resources effectively.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• Minimum of 5 years of HR experience, with at least 2 years in a management role, preferably in a manufacturing environment.
• SHRM‑CP, PHR or other Human Resources‑related certification preferred.
• Ability to act with integrity, professionalism, and confidentiality.
• Strong knowledge of employment laws and regulations.
• Ability to work in a fast‑paced and dynamic environment.
• Proficiency in HRIS and other HR‑related software.
• Proven ability to influence and build relationships at all levels of the organization.

Skills and Competencies

Change Management Expertise: Demonstrated ability to lead and manage organizational change initiatives, ensuring smooth transitions and minimal disruption.

Cultural Transformation: Proven track record of driving cultural change within an organization, fostering an inclusive and innovative work environment.

Leadership and Influence: Strong leadership and time management skills with the ability to inspire and influence others to embrace change and new ways of working.

Strategic Thinking: Ability to develop and implement strategies that align with the organization’s vision and goals, promoting a culture of continuous improvement.

Communication Skills: Excellent communication and interpersonal skills to effectively convey change initiatives and engage stakeholders at all levels.

Resilience and Adaptability: Capacity to remain resilient and adaptable in the face of challenges, maintaining a positive attitude and encouraging others to do the same.

Collaboration and Teamwork: Ability to work collaboratively with cross‑functional teams to drive change and achieve common goals.