Description
Human Resources Manager - Production/Manufacturing
Are you a people-first HR Leader who thrives in fast-paced, high-performance environments? We're seeking an outgoing and dynamic Human Resources Manager to serve as a trusted partner to leadership, champion employee engagement, and drive impactful HR strategies that strengthen our culture, performance, and growth.
Location: Springfield, MO
Job Type: Full-Time
Schedule: 7:00am to 4:00pm - Monday thru Friday
Remote: On-site
Salary: Up to $125,000.00 based on experience
Benefits: Medical, Dental, Life Insurance, 401K and PTO
Relocation: Not available
Required: You must have prior experience managing within HR (you will have multiple direct reports).
You must have previous production and/or manufacturing experience.
- Not interested in individuals with hospitality, food production, or education human resources backgrounds. Unfortunately, the background/skill set does not transfer over.
- Seeking individuals with a consistent, and quantifiable work history.
Position Summary:
The Human Resources Manager leads all people-related functions for our fast-paced production and manufacturing operation. You will partner closely with operations leadership to support a skilled hourly and salaried workforce, ensuring compliance, workforce stability, safety culture, and continuous improvement. As the HR Manager you serve as a strategic and hands-on leader, driving talent initiatives that align with operational efficiency, quality standards, and organizational growth. You should have well rounded business experience, but it is especially important to have People Relations experience, and be interested in others well-being.
How Do You Manage?:
- Strategic Partnership:
Can you describe a time you partnered with senior leadership to influence a major people decision (e.g., retention, restructuring, compensation, culture)? What was the outcome? - Employee Relations & Judgment:
Tell me about the most complex employee relations issue or investigation you have led. How did you handle risk, confidentiality, and resolution? - Talent & Performance Impact:
What specific actions have you taken to improve employee engagement, retention, or performance in your organization? What measurable results did you achieve? - Compensation & Workforce Strategy:
Describe your experience with compensation analysis, pay equity, and market benchmarking. How have you ensured competitive and fair pay practices? - Leadership & Influence:
How do you build trust and credibility with both executives and employees—especially when delivering difficult feedback or driving change?
What You'll Do:
- Act as a strategic advisor to leadership on recruiting, employee relations, performance management, retention, compensation, and compliance.
- Lead recruitment, oversee staff hiring strategy, and partner with outside vendors to attract top talent.
- Drive employee engagement and foster a transparent, high-performing, feedback-driven culture.
- Coach your team, department leaders and employees on performance, development, and conflict resolution.
- Lead complex employee relations matters and workplace investigations with professionalism and discretion.
- Analyze workforce trends (engagement, retention, exit data) and implement strategic improvements.
- Oversee compensation analysis, salary benchmarking, and pay equity initiatives.
- Mentor HR team members and help elevate HR service delivery across the organization.
- Partner across departments to strengthen talent development, internal mobility, and organizational effectiveness.
What You Bring:
- A minimum of 5+ years of progressive HR experience, ideally in a mid-to-large industrial production and/or manufacturing environments.
- Strong business partnership experience supporting leadership on employee relations, recruiting, compensation, and performance strategy.
- Proven ability to influence, coach, and build trust across all levels of an organization.
- Data-driven mindset with strong analytical and problem-solving skills.
- Excellent communication, leadership, and relationship-building capabilities.
- Ability to thrive in a fast-paced, deadline-driven environment while managing multiple priorities.
- Bachelor's degree in Human Resources or related field (or equivalent experience).
- HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.
- Experience with HRIS systems (UltiPro or similar) and strong Microsoft Office skills.
If you're a strategic, hands-on HR Leader who wants to make a measurable impact on culture, talent, and organizational success — we want to hear from you.
- Compensation and Benefits -
Salary: Up to $125,000.00
Health, dental, and vision insurance
401(k) with company match
Paid time off and holidays
Company-provided gym membership
Opportunities for training, professional development, and advancement
Supportive, values-driven team culture
Disclaimers:
This job description should not be interpreted to be a complete list of all the duties and responsibilities performed by the jobholder. To maintain organizational flexibility, management has the discretion to add, drop or change at any time the duties, responsibilities and expectations of this job.
This job description does not constitute an offer of employment, continuous employment or an employment contract. We are an at-will employer and either you or the employer may terminate the employment relationship at any time, for any legal reason or for no reason.
We are an equal opportunity employer:
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.
Pay Details: $95,000.00 to $125,000.00 per year
Equal Opportunity Employer/Veterans/Disabled
Military connected talent encouraged to apply
To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to
The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable:
- The California Fair Chance Act
- Los Angeles City Fair Chance Ordinance
- Los Angeles County Fair Chance Ordinance for Employers
- San Francisco Fair Chance Ordinance
Massachusetts Candidates Only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
