Human Resources Manager

How to use this kit

Ground every answer in facts on this page and the original listing. We never invent Glassdoor-style reviews or salaries that are not in our data.

Occupation tasks (O*NET)

Public-domain labor data — prepare examples for 2–3 of these.

• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Represent organization at personnel-related hearings and investigations.
• Negotiate bargaining agreements and help interpret labor contracts.
• Identify staff vacancies and recruit, interview, and select applicants.
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.

O*NET source

Company facts (cached)

Website: industrialelectricmanufacturing.com

Public cache only — not an employee review.

Role overview (listing rewrite)

Industrial Electric Manufacturing seeks an experienced Human Resources Manager to lead multi-site HR operations in Jacksonville, Florida. This full-time position combines strategic HR leadership with operational excellence in a growing manufacturing enterprise. What This Role Involves You will serve as the primary HR leadership figure across multiple manufacturing facilities, directly managing five or more HR professionals while acting as a strategic partner to operations leaders. This role demands hands-on HR management paired with high-level workforce strategy in a complex, multi-shift manufacturing environment where visibility on the production floor matters as much as boardroom insight. You'll balance mentoring your HR team, advising senior leaders on talent and compliance matters, and maintaining direct engagement with the workforce to understand operational challenges and drive organizational performance. What You'll Do Develop and implement HR strategies that improve talent retention, engagement, and operational performance across all manufacturing facilities Oversee the full hiring lifecycle—from workforce planning and recruiting through onboarding—while managing temp-to-hire staffing partnerships Conduct impartial investigations into employee concerns, policy violations, and sensitive workplace matters, ensuring proper documentation and legal compliance Lead, coach, and mentor HR supervisors and generalists to build team capability and develop future HR leaders Analyze workforce trends including turnover, absenteeism, and engagement metrics to identify improvement opportunities Guide managers on performance management, disciplinary action, conflict resolution, and leadership development Ensure company policies and practices comply with federal, state, and local employment law (FLSA, ERISA, ACA, pay transparency, and equal pay requirements) Maintain accurate employee records and generate regular reports on staffing levels, retention, and performance Partner with safety and employee experience functions to promote workplace well-being and cultural initiatives Support organizational transitions and policy changes with clear communication and manager guidance Requirements Bachelor's degree in human resources, business administration, or equivalent professional experience Minimum five years of human resources experience, including at least three years in a supervisory or managerial capacity within a multi-site, multi-shift manufacturing or industrial environment Mastery of federal, state, and local employment law; compensation and benefits compliance; and regulatory frameworks (FLSA, ERISA, ACA, pay equity requirements) Intermediate to advanced proficiency with UKG HRIS and workforce management systems…

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Questions to ask them

• What does success look like in the first 90 days for this role?
• How is the team structured, and who would I work with most?
• What tools and systems does this role use daily?
• Is the work primarily based in Jacksonville, Florida, United States, hybrid, or fully remote?