Human Resource Manager Merrill Steel - 3.0 Springfield, MO Job Details Full-time 1 day ago Qualifications Computer operation Employee misconduct investigations Experience working in an HR senior management role Confidential information handling Investigations regulatory compliance FMLA Employee grievance management Team leadership Anti-discrimination law Coaching Employee relations Workplace dispute resolution Payroll management Harassment and discrimination prevention compliance Recruitment and selection ADA compliance Bachelor's degree HR compliance Productivity software Employee relations strategy Strategic thinking in HR leadership Equal Employment Opportunity (EEO) Full Job Description Position Summary The Human Resource Manager serves as the senior human resources leader for Merrill Steel's Missouri operations. This position is responsible for providing strategic and operational HR leadership to support business objectives, workforce planning, employee engagement, talent acquisition, retention, performance management, policy administration, compliance, and employee relations. The Human Resource Manager partners closely with plant leadership, supervisors, safety personnel, and employees to foster a productive, engaged, and compliant workforce. The role provides guidance on employment matters, leads employee relations initiatives, develops leaders, and ensures consistent execution of company policies, values, and human resource programs. This position directly supervises the Employee Liaison and Recruiter and serves as the primary HR resource for Missouri leadership. Mission, Vision and Values Alignment

• Supports Merrill Steel's mission of delivering quality products, on-time performance, and exceptional value through skilled people, safe workplaces, and disciplined execution.
• Promotes Merrill Steel's values through integrity, accountability, professionalism, responsiveness, continuous improvement, employee advocacy, and operational partnership.
• Cultivates a workplace environment that encourages respect, engagement, growth, safety, and strong employee-manager relationships. Essential FunctionsHuman Resources Leadership
• Lead all Missouri human resources functions and initiatives.
• Serve as a trusted advisor to plant leadership regarding workforce challenges, employee concerns, organizational development, and business objectives.
• Drive consistent implementation of company policies, procedures, and HR programs.
• Support leadership in developing a culture of accountability, engagement, and operational excellence.
• Participate in strategic workforce planning and talent development initiatives. Employee Relations
• Manage employee relations matters including complaints, investigations, corrective action, conflict resolution, attendance concerns, and policy interpretation.
• Conduct and oversee workplace investigations in accordance with company standards and legal requirements.
• Provide coaching to supervisors and managers regarding employee performance, behavior, and workplace issues.
• Assist leaders in addressing performance management concerns and documentation requirements.
• Promote positive employee relations through proactive communication and engagement initiatives. Talent Acquisition and Workforce Planning
• Supervise recruiting activities for the Missouri operation.
• Direct the Recruiter in sourcing, interviewing, selection, and onboarding initiatives.
• Monitor staffing levels and partner with operations leadership to meet workforce demands.
• Develop recruitment strategies for skilled trades, production, administrative, and leadership positions.
• Analyze workforce trends related to hiring, turnover, retention, and staffing needs. Leadership Development and Employee Engagement
• Coach managers and supervisors on effective leadership practices.
• Facilitate employee engagement programs, recognition initiatives, and workforce communication efforts.
• Support leadership training, talent development, and succession planning activities.
• Partner with management to identify opportunities for improving retention and workplace culture.
• Lead employee feedback initiatives and follow-up action planning. Compliance and Risk Management
• Ensure compliance with federal, state, and local employment laws.
• Maintain compliance related to FMLA, ADA, EEO, unemployment, wage and hour requirements, and company policies.
• Partner with Safety and Operations to address workplace concerns and support compliance initiatives.
• Maintain confidentiality of personnel, medical, compensation, and investigation records.
• Assist with audits, regulatory inquiries, and compliance reporting. Performance Management and Policy Administration
• Oversee administration of performance evaluation processes.
• Guide managers through performance improvement planning, coaching, and disciplinary actions.
• Ensure consistent application of company policies and procedures.
• Review and recommend policy updates as operational and legal requirements evolve.
• Monitor organizational trends that impact employee performance and engagement. Benefits and Leave Administration Support
• Partner with the Benefits Manager and HR team regarding employee leave, accommodation, and benefit-related matters.
• Provide guidance to managers and employees regarding HR programs and available resources.
• Assist with complex leave and accommodation issues as needed.
• Support return-to-work processes and workforce reintegration efforts. Team Leadership
• Directly supervise the Employee Liaison and Recruiter.
• Establish goals, priorities, and accountability standards for direct reports.
• Coach, mentor, and develop HR staff to strengthen operational effectiveness.
• Promote collaboration and alignment across HR functions.
• Conduct performance evaluations and development planning for direct reports. Reporting and Analytics
• Monitor key workforce metrics including hiring, turnover, retention, attendance trends, employee relations activity, and staffing levels.
• Prepare reports and presentations for leadership review.
• Utilize workforce data to identify trends, risks, and opportunities for improvement.
• Recommend data-driven solutions that support organizational objectives. Required Knowledge, Skills and Abilities
• Strong knowledge of human resources principles, practices, and employment law.
• Working knowledge of FMLA, ADA, wage and hour regulations, EEO requirements, and employee relations best practices.
• Experience conducting investigations and managing complex employee relations matters.
• Ability to build credibility and influence at all levels of the organization.
• Strong conflict resolution, problem-solving, and decision-making skills.
• Excellent verbal and written communication skills.
• Strong leadership and coaching abilities.
• Ability to manage confidential information with discretion and professionalism.
• Advanced Microsoft Office and HRIS proficiency.
• Ability to balance strategic planning with daily operational responsibilities.
• Strong organizational skills with the ability to manage multiple priorities. Education and ExperienceRequired
• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field.
• Five (5) or more years of progressively responsible Human Resources experience.
• Minimum of two (2) years of leadership or supervisory experience. Preferred
• Manufacturing, fabrication, construction, or industrial HR experience.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Multi-site HR experience.
• Experience supporting production and skilled trades workforces. Physical Requirements
• Ability to move throughout manufacturing and office environments.
• Ability to conduct regular plant-floor observations and employee interactions.
• Ability to sit, stand, walk, and use computer systems for extended periods.
• Occasional lifting up to 25 pounds.

Work Location:

In person