Human Resources Manager

First Search Inc.; South Carolina; On-site; USD 90,000 - 120,000; Full time

Job summary

First Search Inc. is seeking an experienced Human Resources Manager to lead HR operations at a manufacturing facility and partner with plant leadership to align people strategies with operations.

The role emphasizes employee relations, talent development, recruitment for hourly and salary roles, and compliance with federal and South Carolina laws, all within a fast-paced production environment. The ideal candidate will be visible on the floor, coach HR staff, and drive continuous improvement

Qualifications

• Bachelor's degree in HR, IR, or business administration.
• 10+ years of progressive HR experience including 3+ years in a supervisory role.
• Manufacturing HR experience is required.
• Experience partnering with plant leadership and supporting hourly and salaried staff.
• Strong background in employee relations, investigations, and performance management.
• Experience overseeing recruitment, onboarding, and HR operations.
• Thorough understanding of federal and South Carolina employment laws and HR compliance.
• Experience working with HRIS and payroll-related records.
• Strong leadership skills with coaching and development of HR staff.
• Ability to manage competing priorities in a fast-paced environment.

Responsibilities

• Serve as strategic HR partner to plant leadership on workforce planning, employee relations, organizational effectiveness, and talent management.
• Develop HR initiatives that align with operational goals, improve engagement, and strengthen plant performance.
• Build trusted relationships with employees, supervisors, and leadership through a visible, approachable HR presence.
• Partner with Corporate HR to ensure consistency in policies, benefits, and organizational initiatives.
• Identify opportunities to improve HR processes, streamline administrative functions, and enhance employee experience.
• Lead and develop the onsite HR team, providing coaching and development opportunities.

Skills

Employee relations

Leadership

Talent management

Workforce planning

Recruitment strategy

Coaching

Communication

Education

Bachelor's degree in HR/IR/Business

Tools

HRIS

Job description

We are seeking an experienced, hands-on Human Resources Manager to lead HR operations and serve as a trusted business partner to the leadership team at a manufacturing facility.

This position plays a critical role in shaping the employee experience, strengthening workplace culture, and ensuring HR strategies support the facility's operational and business objectives.

The ideal candidate is a proactive, approachable HR leader who thrives in a fast-paced manufacturing environment. This individual will balance strategic initiatives with day-to-day HR responsibilities, providing guidance to plant leadership while building strong relationships with employees at all levels.

Success in this role requires someone who is comfortable being visible on the production floor, navigating complex employee relations matters, developing talent, and driving continuous improvement across HR processes.

Key Responsibilities:

HR Leadership & Business Partnership

• Serve as a strategic HR partner to plant leadership, providing guidance on workforce planning, employee relations, organizational effectiveness, and talent management.
• Develop and implement HR initiatives that align with operational goals, improve employee engagement, and strengthen overall plant performance.
• Build trusted relationships with employees, supervisors, and leadership through a visible, approachable, and solutions-oriented HR presence.
• Partner with Corporate HR to ensure consistency in policies, compensation practices, benefits administration, and organizational initiatives.
• Identify opportunities to improve HR processes, streamline administrative functions, and enhance the employee experience.
• Lead and develop the onsite HR team, providing coaching, performance feedback, and professional development opportunities.

Employee Relations & Workplace Culture

• Serve as a primary resource for employee relations matters, providing guidance to managers and employees on workplace concerns, performance issues, and conflict resolution.
• Conduct thorough, objective workplace investigations and recommend appropriate resolutions.
• Coach supervisors and managers on effective employee communication, performance management, and consistent application of company policies.
• Oversee corrective action and disciplinary processes, ensuring fair, consistent, and compliant practices.
• Develop proactive employee engagement and retention initiatives that support a positive, productive workplace culture.
• Coordinate employee recognition programs, engagement activities, and company events that strengthen morale and teamwork.

Talent Acquisition & Workforce Planning

• Partner with plant leadership to assess staffing needs, anticipate workforce requirements, and develop effective recruitment strategies.
• Lead full-cycle recruitment efforts for salaried positions and oversee direct hiring initiatives for hourly production employees.
• Develop cost-effective strategies to attract, hire, and retain qualified talent in a competitive manufacturing labor market.
• Oversee the onboarding process, including background checks, drug screenings, offer letters, employment documentation, and new hire orientation.
• Evaluate recruiting and onboarding processes to identify opportunities for improved efficiency, candidate experience, and employee retention.

Talent Development & Performance Management

• Lead performance management initiatives, including annual reviews, goal setting, employee development, and succession planning.
• Partner with plant leadership and Corporate Learning & Organizational Development (L&OD) to identify training needs and implement effective development programs.
• Support technical and skills-based training initiatives for manufacturing employees and skilled trades positions.
• Coach managers on leadership development, employee performance, and building high-performing teams.
• Identify opportunities to strengthen internal talent pipelines and support employee career growth.

HR Operations, Compliance & Administration

• Oversee daily HR operations, ensuring accurate employee records, HRIS data, and payroll-related information.
• Maintain compliance with federal and South Carolina employment laws, company policies, and applicable regulatory requirements.
• Administer and coordinate employee leaves of absence, unemployment claims, and other employment-related matters.
• Support benefits administration, including responding to employee questions and assisting with enrollment and benefit-related issues.
• Manage local compensation processes, including wage administration, performance-based increases, and compensation recommendations.
• Ensure HR policies, procedures, and employee documentation are maintained accurately and consistently.
• Collaborate with Corporate HR and HR teams across other facilities on companywide projects, process improvements, and organizational initiatives.

Required Qualifications:

• Bachelor's degree in Human Resources, Industrial Relations, Business Administration, or a related field.
• 10+ years of progressive Human Resources experience, including at least 3 years in a supervisory or management capacity.
• Human Resources experience within a manufacturing environment is required.
• Demonstrated experience partnering with plant leadership and supporting both hourly production employees and salaried professionals.
• Strong background in employee relations, workplace investigations, conflict resolution, and performance management.
• Experience overseeing recruitment, workforce planning, onboarding, employee development, and HR operations.
• Thorough understanding of federal and South Carolina employment laws and HR compliance requirements.
• Experience working with HRIS platforms and maintaining accurate employee and payroll-related records.
• Strong leadership skills with demonstrated experience managing, coaching, and developing HR staff.
• Proven ability to manage competing priorities and respond effectively to changing business needs.