Senior HR Representative

Overhead Door Corporation; Pensacola (FL); On-site; USD 70,000 - 110,000; Full time

Job summary

Overhead Door Corporation seeks an HR Representative III to act as a strategic HR partner, guiding leaders on employee relations, investigations, and performance management. The role leads investigations, shapes programs, and strengthens culture, leadership capability, and site-wide effectiveness.

Responsibilities include end-to-end investigations, risk assessment, coaching managers on performance, onboarding strategy, and collaboration with safety and operations to ensure compliant, consistent

Qualifications

• Bachelor's degree in HR, Business, Psychology, or related field (Master's preferred)
• 5-7+ years of HR experience with significant focus on employee relations and investigations
• Strong working knowledge of employment law and regulatory compliance
• HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) strongly preferred
• Demonstrated experience advising leaders on complex people issues
• Strong judgment, conflict resolution, and problem-solving skills
• Ability to balance employee advocacy with business and risk considerations
• Proven ability to analyze data and influence decisions at the leadership level

Responsibilities

• Lead complex employee relations cases, including investigations, conflict resolution, and policy interpretation
• Conduct end-to-end investigations (intake, interviews, analysis, and recommendations)
• Assess risk and elevate issues appropriately to senior HR or Legal
• Ensure consistent application of policies across the organization
• Coach managers on performance management, corrective action, and employee development
• Lead calibration processes and support talent development discussions
• Build leader capability in coaching, feedback, and accountability
• Provide ongoing coaching to managers and supervisors to strengthen leadership effectiveness and elevate the employee experience across the site
• Partner with Safety and Operations to lead workplace incident investigations
• Identify root causes, recommend corrective actions, and mitigate future risk
• Ensure alignment with OSHA and company safety standards
• Support integration of HR and safety practices in a manufacturing environment
• Design and lead onboarding programs that improve retention and engagement
• Implement structured 30-, 60-, and 90-day onboarding checkpoints and refine the process based on feedback
• Partner with leaders to ensure onboarding readiness and effective team integration
• Lead employee engagement surveys, analyze feedback trends, and partner with site leadership on action plans that strengthen engagement and retention
• Provide guidance on employment laws (FMLA, ADA, FLSA, etc.) and HR policy application
• Partner cross-functionally with operations, safety, payroll, and legal
• Analyze HR trends and recommend proactive solutions to improve culture and performance
• Contribute to policy development and continuous improvement initiatives

Skills

Employee relations

Investigations

Leadership coaching

Data analysis

Regulatory compliance

HR policy interpretation

Risk management

Education

Bachelor's degree in HR, Business, Psychology, or related field

Master's degree preferred

Job description

The Human Resources Representative III serves as a strategic HR partner to leaders, providing guidance on employee relations, performance management, and workplace risk. This role handles complex and sensitive HR matters, leads investigations, and shapes programs that strengthen culture, leadership capability, and operational effectiveness.

• Bachelor's degree in HR, Business, Psychology, or related field (Master's preferred)
• 5-7+ years of HR experience with significant focus on employee relations and investigations
• Strong working knowledge of employment law and regulatory compliance
• HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) strongly preferred
• Demonstrated experience advising leaders on complex people issues
• Strong judgment, conflict resolution, and problem-solving skills
• Ability to balance employee advocacy with business and risk considerations
• Proven ability to analyze data and influence decisions at the leadership level

• Bachelor's degree in HR, Business, Psychology, or related field (Master's preferred)
• 5-7+ years of HR experience with significant focus on employee relations and investigations
• Strong working knowledge of employment law and regulatory compliance
• HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) strongly preferred
• Demonstrated experience advising leaders on complex people issues

  Employee Relations & Risk Management (Strategic/High Judgment)

  • Lead complex employee relations cases, including investigations, conflict resolution, and policy interpretation
  • Conduct end-to-end investigations (intake, interviews, analysis, and recommendations)
  • Assess risk and elevate issues appropriately to senior HR or Legal
  • Ensure consistent application of policies across the organization

  Leadership Coaching & Performance Management

  • Coach managers on performance management, corrective action, and employee development
  • Lead calibration processes and support talent development discussions
  • Build leader capability in coaching, feedback, and accountability
  • Provide ongoing coaching to managers and supervisors to strengthen leadership effectiveness and elevate the employee experience across the site

  Safety, Compliance & Incident Investigation

  • Partner with Safety and Operations to lead workplace incident investigations
  • Identify root causes, recommend corrective actions, and mitigate future risk
  • Ensure alignment with OSHA and company safety standards
  • Support integration of HR and safety practices in a manufacturing environment

  Onboarding Strategy & Workforce Integration

  • Design and lead onboarding programs that improve retention and engagement
  • Implement structured 30-, 60-, and 90-day onboarding checkpoints and refine the process based on feedback
  • Partner with leaders to ensure onboarding readiness and effective team integration
  • Lead employee engagement surveys, analyze feedback trends, and partner with site leadership on action plans that strengthen engagement and retention

  HR Advisory & Organizational Effectiveness

  • Provide guidance on employment laws (FMLA, ADA, FLSA, etc.) and HR policy application
  • Partner cross-functionally with operations, safety, payroll, and legal
  • Analyze HR trends and recommend proactive solutions to improve culture and performance
  • Contribute to policy development and continuous improvement initiatives

  Employee Relations & Risk Management (Strategic/High Judgment)

  • Lead complex employee relations cases, including investigations, conflict resolution, and policy interpretation
  • Conduct end-to-end investigations (intake, interviews, analysis, and recommendations)

    Leadership Coaching & Performance Management

    • Coach managers on performance management, corrective action, and employee development
    • Lead calibration processes and support talent development discussions
    • Build leader capability in coaching, feedback, and accountability
    • Provide ongoing coaching to managers and supervisors to strengthen leadership effectiveness and elevate the employee experience across the site

    Safety, Compliance & Incident Investigation

    • Partner with Safety and Operations to lead workplace incident investigations
    • Identify root causes, recommend corrective actions, and mitigate future risk
    • Ensure alignment with OSHA and company safety standards
    • Support integration of HR and safety practices in a manufacturing environment

    Onboarding Strategy & Workforce Integration

    • Design and lead onboarding programs that improve retention and engagement
    • Implement structured 30-, 60-, and 90-day onboarding checkpoints and refine the process based on feedback
    • Partner with leaders to ensure onboarding readiness and effective team integration
    • Lead employee engagement surveys, analyze feedback trends, and partner with site leadership on action plans that strengthen engagement and retention

    HR Advisory & Organizational Effectiveness

    • Provide guidance on employment laws (FMLA, ADA, FLSA, etc.) and HR policy application
    • Partner cross-functionally with operations, safety, payroll, and legal
    • Analyze HR trends and recommend proactive solutions to improve culture and performance
    • Contribute to policy development and continuous improvement initiatives