HR Manager - Manufacturing Solutions, Inc.

• Client: Manufacturing Solutions, Inc.
• Website: Manufacturing Solutions, Inc.
• Role: HR Manager
• Location: Morrisville, Vermont
• Compensation Range: $80,000-$105,000

About Manufacturing Solutions

Since 1996, Manufacturing Solutions Inc. (MSI) has been a trusted provider of contract manufacturing services, logistics, and fulfillment. Based in Morrisville, VT, MSI’s 200-person strong team is dedicated to delivering competitive solutions that prioritize quality, delivery, and productivity, enabling clients to focus on their core business strategies. At MSI, our strong organizational culture is driven by our core values: accountability, flexibility, collaboration, productivity, solutions orientation, diversity, and wellness. Join us as we grow and innovate together!

Your Impact:

MSI is seeking an HR Manager to join our growing team. In this position, you'll play a vital role in providing comprehensive human resources support across all levels of the organization, from our manufacturing floor to our leadership group, with an emphasis on driving training and development initiatives. You'll blend strategic planning with hands-on work in our fast-paced environment. As a key thought partner to our leadership team, you'll lead new HR initiatives with them. Additionally, you'll support recruitment, ensure HR compliance, manage employee satisfaction, benefits administration, and other essential HR tasks. This is an exciting opportunity to join a dynamic company and make a real impact in a collaborative and stimulating work environment

Your Role:

• Develop, implement, and analyze monthly Employee Satisfaction Surveys (ESS) to gauge staff morale and identify areas for improvement.
• Collaborate with senior management and department heads to create action plans based on ESS results, ensuring alignment with organizational goals and strategies.
• Contribute to the development and delivery of training programs across various departments to enhance employee skills and performance.
• Conduct regular check-ins with staff on the production floor to maintain open communication and address any concerns.
• Interpret and communicate company policies from the employee handbook to employees and managers, ensuring compliance and understanding.
• Facilitate departmental meetings such as "Food for Thought" sessions to encourage employee engagement and idea-sharing.
• Provide accurate and up-to-date information on employee benefits to address questions and support decision-making.
• Serve as a backup resource for the HR team, offering assistance and support as needed.
• Manage the recruitment process, including resume review, interviewing, and onboarding coordination, to attract and retain top talent.
• Track recruitment metrics and prepare reports to assess the effectiveness of recruitment strategies and identify areas for improvement.
• Conduct regular check-ins with new employees to support their integration into the company and gather feedback.
• Assist in updating job descriptions and competencies to ensure accuracy and relevance.
• Collaborate with senior management on organizational development initiatives aimed at enhancing staff capacity and capability.
• Fulfill other duties as required to support the HR function and overall organizational objectives.

Required Experience:

• Minimum of 5 years of experience in human resources management.
• Preferred certification from SHRM or PHR to demonstrate HR expertise.
• Demonstrated flexibility to meet operational demands and adapt to changing priorities within the organization.
• Commitment to embodying MSI values and promoting them within the organization.
• Experience designing and implementing training programs to enhance employee skills and knowledge.
• Strong interpersonal skills adept at tailoring communication to varied groups.
• Exceptional organizational, administrative, and multitasking skills, with a track record of efficiently resolving individual issues.

• Excellent written and oral communication skills, with the ability to convey information clearly and effectively.
• Comfortable working in a fast-paced, team-oriented, and results-driven environment.
• Strong problem-solving and analytical abilities, capable of identifying and addressing complex issues.
• Familiarity with the full range of MSI programs and the ability to utilize them effectively.
• Proficiency in interpreting and applying policies outlined in the MSI employee handbook.
• Competency in using company HRIS/Payroll systems to manage employee data and processes.
• Knowledge about benefit programs and the ability to effectively communicate this information to employees.
• Proficient in utilizing various recruitment methods to attract and select qualified candidates.

#MSI

Benefits and Perks:

• 401(k) matching
• Health insurance
• Health savings account
• Dental insurance
• Employee assistance program
• Employee discount
• Life insurance
• Paid time off
• Professional development assistance
• Retirement plan
• Tuition reimbursement
• Vision insurance
• Wellness program

Equal Employment Opportunity

All potential employees are evaluated without regard to race, color, religion, gender, national origin, age, gender identity, ancestry, place of birth, marital, sexual preference or veteran status, the presence of a non-job-related handicap or any other legally protected status.

Gallagher Flynn

Gallagher, Flynn, & Company, LLP has been retained to conduct this search. While we appreciate all interest in this opportunity, only candidates most closely aligned with our search will be contacted.

Disclaimer: What's listed above is representative of the responsibilities of the position but is not meant to be an exhaustive list. Responsibilities may change during employment at the company's discretion. Gallagher, Flynn and Company and our clients do not discriminate in employment based on race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.