JOB SUMMARY
The Site HR Manager serves as the primary Human Resources leader for the assigned site while maintaining strong alignment with corporate HR strategy and direction. Reporting to the Corporate HR Director, this role is responsible for managing all site-level HR activities with a heavy emphasis on employee relations, including investigations, performance management, corrective action, and manager coaching.
In addition to site responsibilities, the Site HR Manager actively participates in and supports company-wide HR projects and initiatives, ensuring consistent implementation of policies, programs, and best practices across the organization. This role requires an experienced, hands-on HR professional who can operate independently while collaborating effectively with corporate HR leadership.
JOB DUTIES AND RESPONSIBILITIES
Employee Relations (Primary Focus)
- Serve as the primary point of contact for all employee relations matters at the site, including complaints, investigations, disciplinary actions, and performance management.
- Conduct fair, timely, and well-documented employee investigations and provide recommendations in partnership with the Corporate HR Director.
- Coach and advise managers on employee relations best practices, corrective action, documentation, and compliance with employment laws.
- Manage sensitive employee situations, terminations, and conflict resolution with professionalism and discretion.
- Proactively identify and mitigate employee relations risks and support initiatives that strengthen workplace culture and engagement.
Recruiting & Talent Support
- Partner with site leadership and corporate HR to identify staffing needs and execute recruiting strategies.
- Manage or support full-cycle recruiting for site-level positions, and other positions as assigned, including interviewing, selection, and onboarding coordination.
- Provide guidance to hiring managers on candidate evaluation and selection decisions.
- Collaborate with corporate recruiting resources to ensure consistency and efficiency in hiring practices.
HR Operations & Company-Wide Initiatives
- Oversee day-to-day HR operations for the site, including onboarding, offboarding, employee data changes, benefits administration, leaves of absence, and policy interpretation.
- Ensure compliance with federal, state, and local employment laws, as well as company policies and procedures.
- Actively participate in and lead components of company-wide HR projects and initiatives, such as:
- Policy development and rollout
- Performance management programs
- Employee engagement initiatives
- Compliance and audit efforts
- Organizational change and process improvement initiatives
- Partner with the Corporate HR Director to ensure consistent application of HR programs and alignment with overall HR strategy.
- Track and analyze HR trends and metrics to provide insights and recommendations to corporate HR leadership.
- Operates effectively at the site/business-unit level while ensuring alignment with corporate HR policies, practices, and reporting requirements.
- Serves as the primary HR liaison between the site leadership team and Corporate HR, ensuring accurate, timely communication and reporting.
JOB REQUIREMENTS AND MINIMUM QUALIFICATIONS
- Bachelor’s degree in Human Resources, Business Administration, or a related field required.
- 7–10 years of progressive Human Resources experience, with significant, hands-on employee relations experience.
- Demonstrated expertise in managing complex employee relations issues, investigations, and corrective action.
- Strong knowledge of employment laws and HR best practices.
- Experience supporting recruiting and talent acquisition in a fast-paced environment.
- Proven ability to influence, coach, and partner with leaders at all levels.
- Strong communication, judgment, and problem-solving skills.
- Ability to manage multiple priorities independently while collaborating with corporate HR teams.
AGSE is required by law in certain jurisdictions to include a pay scale in the job posting for this position. "Pay scale" means the salary or hourly range that AGSE reasonably expects to pay for this position; it is neither a promise nor a guarantee of the compensation that the successful candidate will receive. The pay scale for this position considers the wide range of factors that AGSE considers in making compensation decisions, including, without limitation: skill set, experience, and training, licensure and certifications, and other business and organizational needs. Please note that it is not typical for AGSE employees to be at or near the top of the pay scale for their role - especially as a new hire - and compensation decisions are dependent on the facts and circumstances of each case. Subject to the foregoing, the current pay scale for this position is $95,000–$115,000 per year.
Job Type: Full-Time Employment
Pay: $95,000–$115,000 per year PLUS discretionary bonus up to 10% of Base.
PHYSICAL REQUIREMENTS & WORKING CONDITIONS
While performing the duties of this job, employees are regularly required to sit, walk and stand; talk or hear, both in person and by telephone; use hands repetitively to finger, handle, feel or operate standard office equipment; reach with hands and arms; and lift up to 25 pounds.
Specific vision abilities required by this job include close vision, distance vision, and the ability to adjust focus.
The work environment characteristics described here represent those employee encounters while performing this job's essential functions. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions.
Employees work under typical office or warehouse conditions, and the noise level is usually quiet to moderate. However, in certain assignments, an employee may work near moving equipment and be exposed to toxic or caustic chemicals, biological hazards, airborne fumes, outdoor weather conditions, and loud, prolonged noise.
