Human Resources Manager

About Mixer Systems:
Mixer Systems has been manufacturing equipment for the concrete products and related industries for more than 45 years. Our 86,000 square foot facility houses advanced product planning, state-of-the-art manufacturing, and the capability of designing and constructing concrete batch plants from the ground up. Our product line is the largest in the industry, built with American reliability and pride. 

As we look to the future, we’re excited to align around an ambitious vision and strategic plan that calls for continued excellence, efficiency, and defines bold organic growth. We’re also investing in ourselves and our operation. We’re hiring staff, implementing systems, and reimagining how we go about doing everything we do. 

About the role:  
We’re seeking a proactive and hands-on Human Resources Manager to join our leadership team. In this solo practitioner role, you’ll own the full employee lifecycle—from recruitment and onboarding to performance management, learning and development, employee relations, benefits and compensation, safety, compliance, and offboarding. As a key strategic partner to leadership, you’ll play a critical role in shaping our people practices and company culture while supporting the diverse, skilled workforce that powers our operations. If you thrive in a dynamic environment, enjoy building processes from the ground up, and are passionate about making an impact, we’d love to hear from you. 

Responsibilities: 

• Manage full-cycle recruitment and hiring, ensuring the right people are in the right roles. 
• Lead onboarding and orientation for new hires.
• Promote a positive and inclusive workplace culture, lead engagement initiatives, and constructively and proactively resolve people issues. 
• Facilitate goal-setting and performance reviews, support coaching and performance improvement plans, and design and coordinate training and development programs. 
• Administer compensation and annual salary reviews.
• Manage employee benefits programs and vendor relationships.
• Ensure market-competitive and equitable pay practices.
• Support and enforce workplace safety programs.
• Maintain compliance with OSHA and labor laws.
• Manage incident reporting and safety training records.
• Maintain accurate HRIS and personnel files.
• Manage employee leaves, accommodations, and workers’ comp.
• Update and communicate HR policies and procedures.
• Advise leadership on HR strategy and workforce planning.
• Drive culture-building initiatives and organizational development.
• Align HR practices with business goals.

What success looks like:  
You’ll ensure the employee experience is consistent, interacting timely and professionally in all situations. Team members feel heard, supported, and motivated. You build relationships and trust to maximize teamwork. You act as a strategic advisor and sounding board for managers and executives, contributing to business planning and culture initiatives. Compliance is maintained, records are accurate, and policies are up to date.  Safety programs are active and effective, training is completed on schedule, and employee health and well-being is prioritized. Employees have access to relevant training, cross-training, and development opportunities that improve performance and morale.

Requirements

• 5+ years of progressive HR experience, including at least 2 years in a generalist or manager-level role.
• Proven experience managing the entire employee lifecycle: recruitment, onboarding, performance management, employee relations, and offboarding.
• Previous success working in a solo HR role or in a small HR team where independence and self-direction were essential.
• Familiarity with the dynamics of a manufacturing, construction, or industrial setting, including hourly workforces, production schedules, and safety-sensitive roles.
• Understanding of how to align HR practices with shop floor realities and operational goals.
• Strong working knowledge of employment laws and regulations (FLSA, FMLA, ADA, EEO, OSHA, etc.).
• Experience conducting employee investigations, managing disciplinary actions, and handling conflict resolution professionally and legally.
• Experience sourcing, screening, and onboarding hourly and salaried employees.
• Ability to implement or refine recruitment processes and build pipelines for hard-to-fill roles.
• Familiarity with administering pay structures, benefits plans, and open enrollment.
• Understanding of wage and hour compliance, payroll basics, and how to evaluate market competitiveness.
• Experience identifying training needs and coordinating development opportunities, including cross-training, leadership coaching, or safety training.
• Knowledge of safety program administration in an industrial or manufacturing environment.
• Experience supporting or leading compliance with OSHA standards, safety training, and incident reporting.
• Proficient in using HRIS platforms and maintaining accurate personnel records.
• Ability to generate and interpret HR metrics (turnover, headcount, etc.) to inform decisions.
• SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.