Human Resources Manager

Rite-Hite is the global leader in the manufacture and distribution of industrial loading dock and door equipment. Our innovative products and world class sales organization ensure solid, consistent growth, both for our company and our staff. We are always looking ahead to develop innovative new products and services to improve our customers' safety, security, and productivity.

Rite-Hite provides competitive compensation and a comprehensive benefits package with medical, dental, and vision coverage along with life and paid medical leave. We also provide a retirement savings plan that combines 401(K) with company match and profit sharing. Paid holidays, vacation, and up to five paid personal/sick days per year round out the package.

Rite-Hite is an Equal Opportunity/Affirmative Action employer offering a drug free workplace for our customers and employees.

Purpose & Scope

As the HR Manager for our Horn Lake manufacturing facility, you will serve as a strategic business partner to operations leadership. You'll lead initiatives across employment, compensation, benefits, training, employee relations, and change management-ensuring alignment with Rite-Hite's core values and HR strategy. This role is instrumental in fostering a strong, engaged culture and driving continuous improvement throughout the facility of approximately 200 employees.

Key Responsibilities

• Strategic HR Partnership:
  • Collaborate with plant leadership to develop annual HR plans that align with operational objectives and support long-term business success.
  • Guide and support organizational change efforts, ensuring effective communication, employee buy-in, and sustained adoption of new initiatives.
• Talent & Workforce Planning:
  • Partner with managers to assess workforce needs, develop job specifications, and maintain staffing levels aligned with the business plan.
  • Oversee recruitment and onboarding for hourly production roles and support the hiring process for management positions.
• Performance, Development & Continuous Improvement:
  • Lead execution of the performance management program, providing tools and coaching to managers for effective feedback, goal setting, and employee growth.
  • Drive a culture of continuous improvement by embedding learning, development, and problem-solving into daily work.
  • Support succession planning and talent reviews to build future leadership capability.
• Employee Engagement, Culture & Relations:
  • Champion initiatives that strengthen employee engagement and reinforce a positive, high-performance culture.
  • Serve as a trusted advisor to leaders on team dynamics, conflict resolution, and strategies to motivate and retain employees.
  • Ensure fair and consistent application of corrective action processes and coach managers on handling performance issues.
• Compensation & Benefits Communication:
  • Educate employees on Rite-Hite's compensation philosophy and total rewards offerings.
  • Partner with Total Rewards to support pay decisions, new hire and promotional pay, and benefits communications, including onboarding and open enrollment.
• Compliance & Records Management:
  • Ensure HR practices comply with federal, state, and company policies.
  • Oversee accurate maintenance of employee records and files.
• HR Team Leadership:
  • Manage and develop a small team of HR professionals (which may include trainers, coordinators, and assistants), fostering a collaborative, customer-focused mindset.
  • Maintain visibility across the site and participate in occasional travel (up to 20%) as needed.

Qualifications

• Bachelor's degree in human resources or a related field; equivalent combinations of education and experience will be considered.
• Minimum of 7-10 years' progressive HR experience in a manufacturing environment, with at least 3 years in an HR leadership role.
• Prior people management experience preferred.

Knowledge & Skills

• Strong working knowledge of employment laws and HR compliance requirements (federal and state).
• Demonstrated ability to lead organizational change initiatives, with practical knowledge of change management principles.
• Experience driving employee engagement and building a positive, performance-focused culture.
• Solid understanding of compensation principles and practices, including pay structure design and annual planning processes.
• Ability to analyze HR metrics to inform decisions and track effectiveness of programs.
• Skilled in coaching leaders on talent management, team dynamics, and employee development.
• Excellent interpersonal and communication skills, with the ability to influence and build trust across all levels of the organization.
• Effective problem-solving, facilitation, and conflict resolution skills.
• Experience with HRIS systems (Workday, etc.) and leveraging the data for actionable insights.

Additional Job Information: