Human Resources Manager

Proven Leadership, Hard Work and Innovation Alive and Well in North America
Rittal LLC has built a strong tradition of innovation and takes pride in a progressive approach to engineering. We design and manufacture the world’s leading industrial and IT enclosures, racks, and accessories, including high efficiency, high-density power management, and climate control systems for industrial, data center, outdoor and hybrid applications.
As the HR Manager, you will be responsible for leading the HR People Operations and driving the execution of the end-to-end employee life cycle, including, but not limited to, Onboarding, Inclusion and Diversity, Employee Engagement, Employee Relations, Performance and Policy Management. The successful candidate is a pro-active, perceptive, and approachable person who is comfortable supporting and indirectly leading employees at all levels.
Leadership; Provide support on driving business goals, improving culture with a focus on employee experience. Execute HR strategies that align with business goals and support organizational growth.

• Drive proactive people practices and programs that create and sustain an employee-oriented, high-performance, inclusive, and engaging culture, ensuring a positive employee experience.
• Lead partnering with key functions to ensure business goals and metrics are achieved and sustained. Collaboratively work with others to identify root cause analysis while developing and implementing solutions.

Regulatory Compliance; Ensure HR policies and practices comply with industry-specific regulations and meet all legal and regulatory requirements.

• Develop and update policies and procedures to ensure compliance with federal and state laws.
• Collaborate with legal counsel to address complex leave and accommodation issues and ensure legal compliance.

Retention; Oversee retention initiatives to attract and retain top talent in a highly competitive industry.

• Monitor and analyze people metrics, identify correlations, insights and trends that enable the organization to proactively manage people related key performance indicators, and define strategies for continuous improvement and management.
• Lead responsibility on key projects, programs, initiatives, interventions, that are aimed to improve and sustain company culture and performance.

Employee Relations & Engagement; Foster a positive, inclusive workplace culture by leading employee engagement initiatives, investigating and resolving employee relations issues, and supporting leaders in handling complex employee concerns.

• Address employee concerns in a timely and professional manner.
• Conduct objective, fact-based investigations related to employee and/or manager concerns, policy infractions, behavioral and performance related issues, and similar matters.

Learning and Development; Align production need with training and development programs that enhance employee skills, support succession planning, and drive career growth.

• Identify training needs to enhance employee skills and performance and collaborate with the creation of program content.
• Support training sessions and workshops.

HR Operations & Systems; Oversee HR operations, leveraging HR technology to streamline processes and improve efficiency.
Other Duties; Perform other duties as assigned and required.
Key Requirements:
Experience; A minimum of 5 years of progressive HR experience, with several years within a manufacturing industry.
Leadership Skills: Proven ability to lead and influence middle management with excellent communication, interpersonal, and relationship-building skills. Proven experience influencing conflict constructively.
Operational Expertise: Experience managing day-to-day HR operations, including employee relations, legal and liability compliance, coaching/mentoring, and employee experience. 
Problem-Solving: A proactive, solutions-oriented approach to addressing HR challenges and driving continuous improvement.
Education & Qualifications: Bachelor’s degree in Human Resources, Business Administration, or related field is required. SHRM-CP, PHR, or equivalent is preferred. 
Industry Knowledge: Previous experience in a manufacturing environment, with a deep understanding of the challenges and framework affecting HR in industries like aerospace or automotive.