Find & Apply For Human Resources Manager Jobs in Littleton, Massachusetts

Description:

Position Summary The Director of Human Resources leads POC's HR function and serves as a strategic partner to executive leadership. This hands-on role oversees HR operations, workforce planning, organizational development, employee relations, compliance, compensation, benefits, recruiting, payroll, performance management, change, and culture. The ideal candidate can balance strategy and execution in a small manufacturing company. The Director manages one direct report, builds scalable HR practices and talent pipelines, ensures compliance, and supports an ethical, engaged workplace. Reporting Relationship and Scope Reports to: Chief Financial Officer Direct report:

Human Resources Manager Scope:

110+ exempt, non-exempt, technical, manufacturing, administrative, and leadership employees in Massachusetts, Maine, and Texas Key Responsibilities HR Strategy and Leadership Support company-wide organization, talent, engagement, compliance, process-improvement, and change initiatives with corporate HR and executive leadership. Set and execute HR priorities aligned with POC's strategy, growth, culture, compliance, and people risks. Advise leaders on organization design, workforce planning, engagement, retention, and leadership effectiveness. Turn business needs into practical HR policies, programs, and processes. Manage and mentor the Human Resources Manager and ensure effective payroll, administration, records, reporting, and employee support. Organizational Development and Change Leadership Develop succession, leadership, and talent-pipeline plans for critical roles. Strengthen manager capability, career development, accountability, retention, and workforce readiness. Guide organizational and cultural change through coaching, communication, and implementation support. Compliance, Policy, and Risk Management Oversee compliant, reliable HR operations and reduce employment-related risk. Ensure compliance with applicable employment, leave, safety, posting, and recordkeeping laws. Maintain the employee handbook, HR procedures, forms, and communications. Partner with leadership, finance, counsel, and advisors on investigations, accommodations, leaves, separations, and compliance matters. Maintain accurate personnel, benefits, I-9, compensation, performance, and other required records. Employee Relations and Culture Advise employees and managers on policies, performance, conflict, and workplace issues. Investigate complex employee matters and document fair, well-reasoned outcomes. Promote a respectful, ethical, accountable workplace through manager support, engagement, and clear communication. Talent Acquisition, Onboarding, and Retention Lead recruiting for professional, technical, manufacturing, administrative, and leadership roles. Partner with managers on staffing needs, job descriptions, candidate evaluation, hiring, and onboarding. Oversee onboarding and retention practices that reinforce POC's expectations, culture, career opportunities, and total rewards. Compensation, Benefits, and HR Operations Oversee salary planning, job leveling, market benchmarking, incentives, and pay equity. Manage POC's participation in the Freedom Health Captive, including coordination with the captive, broker, third-party administrators, and internal stakeholders; oversight of renewals, funding, claims and utilization reporting, compliance requirements, risk-management initiatives, and employee communications. Manage other benefits renewals, communications, enrollment, and issue resolution with brokers, carriers, payroll, and finance. Maintain accurate HR systems, payroll interfaces, employee data, reporting, metrics, and workforce analytics. Build efficient workflows, templates, calendars, documentation standards, and recurring compliance processes for a lean HR team. Performance Management, Training, and Development Improve goal setting, reviews, coaching, corrective action, documentation, and consistent policy application. Coach managers on communication, feedback, employee development, expectations, and leadership. Address capability gaps through practical compliance, safety, management, communication, professional, succession, and leadership training.

Requirements:

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; advanced degree or SHRM-SCP, SHRM-CP, SPHR, or PHR preferred. 8-10 years of progressive HR experience, including leadership in a small to mid-sized company or lean HR team. Manufacturing experience required; technical, regulated, medical device, optics, advanced manufacturing, public-company, or multi-site/international experience preferred. Strong knowledge of federal and state employment law and HR compliance; Massachusetts experience preferred. Experience in employee relations, investigations, leadership and organizational development, performance management, recruiting, policy, compensation, benefits, communications, and hourly and salaried staffing. Required Skills and Competencies Sound judgment, discretion, and confidentiality. Hands-on ability to balance strategy, execution, and problem-solving in a small company. Clear, professional communication and influence across all levels and with outside advisors. Knowledge of HR practices, compliance, documentation, employee-relations risk, systems, payroll coordination, reporting, and metrics. Ability to build trust, develop others, lead change, and manage competing priorities with limited support.