Human Resources Leader - Senior Manager

Description
Elevate Solutions Group is a rapidly growing provider of Custom Plastic Injection Molding and Integrated Supply Chain solutions. Strategically located just outside the
Atlanta Metro area (Austell), the company has evolved from a niche market provider to an industry leader with state-of-the-art technologies for manufacturing. The company enjoys a remarkably high employee retention rate due in large part to its dynamic, team-based culture, integrity, and values.

The Senior HR Manager is a strategic and hands-on human resources leader responsible for developing and executing HR initiatives that support business objectives, employee engagement, organizational growth, and operational excellence. This position serves as a trusted advisor to senior leadership and managers while providing leadership across employee relations, talent acquisition, performance management, compensation, benefits, compliance, training, and organizational development.

The Senior HR Manager will balance strategic HR leadership with day-to-day execution, ensuring HR programs and practices are consistent, legally compliant, scalable, and aligned with the company's culture and business goals. This role is onsite and reports to the site GM and is based in our Austell facility with hours between 8:00-4:30. Overview and Responsibilities
Strategic HR Leadership
Partner with senior leadership to develop and execute HR strategies aligned with organizational goals. Serve as a trusted HR advisor to executives, managers, and employees.

Analyze workforce trends and HR metrics to identify opportunities and recommend solutions. Lead HR initiatives associated with organizational growth, restructuring, workforce planning, and change management. Develop and improve HR policies, procedures, and programs. Employee Relations
Provide guidance to managers regarding employee relations, performance issues, investigations, corrective action, and conflict resolution. Conduct and/or oversee workplace investigations while maintaining confidentiality and appropriate documentation.

Promote a positive, respectful, and high-performing workplace culture. Identify employee engagement concerns and develop strategies to improve retention and morale. Talent Acquisition & Workforce Planning
Partner with hiring managers to identify staffing needs and develop effective recruiting strategies. Oversee recruiting, interviewing, selection, and onboarding processes. Develop strategies to attract and retain high-quality talent. Support workforce planning and succession planning for key positions. Performance Management
Lead the company's performance management process.

Coach managers on setting expectations, providing feedback, documenting performance, and addressing performance concerns. Develop programs that support employee accountability, development, and career growth. Partner with leadership on succession planning and talent development. Compensation & Benefits
Partner with leadership to evaluate compensation structures and ensure internal equity and market competitiveness. Oversee annual compensation review and merit increase processes. Manage relationships with benefits providers and brokers.

Educate employees regarding benefits and assist with resolving benefits-related issues. Monitor benefit costs and recommend opportunities for improvement. Compliance & Risk Management
Ensure compliance with applicable federal, state, and local employment laws and regulations. Maintain accurate and confidential employee records. Oversee HR compliance activities, including employment documentation, audits, required postings, and recordkeeping. Partner with legal counsel and leadership on employment-related matters as needed. Maintain and update the employee handbook and HR policies.

HR Operations & Technology
Oversee effective administration of HR systems and processes. Maintain accurate HR data and personnel records. Utilize HR metrics and reporting to support business decisions. Identify opportunities to streamline and automate HR processes. Ensure HR programs are consistently implemented across departments and locations. Training & Development
Assess organizational training needs and develop or coordinate training programs. Support leadership development, supervisor training, onboarding, and employee development initiatives.

Track training completion and effectiveness. Promote continuous learning and professional development throughout the organization.

Leadership Expectations of Senior HR Manager

Build strong, collaborative relationships throughout the organization. Demonstrate sound judgment, discretion, and integrity. Approach HR challenges with a solutions-oriented and business-minded perspective. Hold leaders and employees accountable while maintaining a fair and respectful workplace. Translate business needs into practical HR solutions. Lead by example and promote the organization's values and culture. Requirements
Minimum of 10 years of experience in HR with >150 personnel oversight and a demonstrated increase in responsibility.

Prior experience as top HR person, reporting directly to top executives. Bachelor’s Degree in Human Resources, Business Administration, or related field.

SHRM-CP are required; advanced degrees or HR certifications are advantageous
24/5 shift schedule and either Manufacturing or Distribution site experience required
Knowledge of all pertinent federal and state regulations, filing, and compliance requirements, both adopted and pending, affecting employee benefit programs, including ERISA, COBRA, FMLA, ADA, Worker's Compensation, OSHA 300 Logs, Medicare, and Social Security and DOL requirements
Excellent communication and interpersonal skills. Spanish bi-lingual advantageous. Experience advising managers and senior leadership on HR matters.

Ability to handle confidential information with discretion. Demonstrated experience handling sensitive employee relations matters and investigations. Proficiency in Paylocity HRIS preferred and Microsoft Office Suite mandatory
· Experience with HR analytics, workforce planning, and organizational development.