Human Resources Manager in Constantine, Michigan at Fibre Converters Inc

Reports To: Director of Operations FLSA Status: Salary Exempt

Summary: Serves as the trusted, people-first partner for our employees and leaders. Oversees all personnel, recruiting, onboarding, payroll, benefits, and HR compliance functions for the company. Builds strong relationships across every department—helping supervisors coach and develop their teams, and making sure employees feel welcomed, supported, and heard. Maintains the Employee Handbook and HR policies, keeps the company current with changing employment laws, and partners with outside administrators and consultants on all benefit plans. This role is a great fit for someone who enjoys connecting with people, brings warmth and steadiness to the workplace, and takes pride in being the person others can count on.

Who Will Thrive in This Role:

• Genuinely enjoys people and building relationships and is energized by helping employees and supervisors succeed.
• Is a warm, approachable, and patient listener whom employees feel comfortable coming to with questions and concerns.
• Brings positive energy and encouragement to the team, and enjoys celebrating milestones, successes, and employee recognition.
• Prefers a collaborative, team-oriented environment and builds agreement by bringing people together.
• Takes pride in being dependable and consistent—following through on commitments and creating processes people can rely on.
• Handles sensitive conversations with tact, empathy, and fairness while protecting confidentiality.
• Appreciates a stable, well-organized workplace with clear expectations and the opportunity to build long-term relationships.

Essential Functions and Responsibilities:

• Leads full-cycle recruiting—partnering with hiring managers, writing job postings, screening, interviewing, and extending offers—with a focus on quality of hire and a positive, welcoming candidate experience.
• Coordinates a structured onboarding experience that helps new employees feel welcomed, connected, and productive, including check-ins at 30, 60, and 90 days.
• Works with supervisors to review and update job descriptions annually and as roles change, including essential functions, physical requirements, and FLSA classification.
• Serves as a trusted resource and coach for supervisors on performance conversations, employee concerns, progressive discipline, and documentation.
• Conducts fair, timely, and confidential investigations of employee complaints, including harassment and discrimination concerns, and recommends appropriate resolutions.
• Strengthens employee engagement through recognition programs, stay interviews, engagement surveys, and company events, and partners with leadership to act on employee feedback.
• Conducts exit interviews and analyzes turnover trends to recommend retention improvements.
• Promotes company vision, mission, values, and safety as part of everyday company culture, and fosters a respectful workplace where every employee feels valued.
• Participates on safety committee reviewing open action registers and providing input to reduce risk of safety incidents; supports OSHA recordkeeping (Forms 300, 300A, and 301) and required postings and submissions.
• Coordinates required and developmental training, including annual harassment-prevention training, new supervisor training, and compliance training, and tracks completion.
• Maintains confidential employee records in the HRIS with appropriate data privacy and security safeguards, and processes bi-weekly and special payrolls accurately and on time.
• Maintains production employee wage progression per wage scale by position and supports periodic pay equity reviews to ensure fair and consistent pay practices.
• Administers all benefit programs such as 401(k) Plan, Health Insurance, Section 125 Plan, HSA/FSA, Life, Disability, Paid Time Off, Earned Sick Time, Employee Assistance Program (EAP), and Worker’s Compensation programs; leads annual open enrollment and helps employees understand and use their benefits.
• Manages leaves of absence and reasonable accommodation requests (FMLA, ADA, Pregnant Workers Fairness Act, PUMP Act) through a caring, consistent, and well-documented interactive process.
• Recommends benefit, wellness, and compensation changes based on market comparisons to maintain local employer competitiveness.
• Coordinates activities of outside consultants and advisors, such as third-party administrators, benefits brokers, auditors, payroll/HRIS vendors, and employment counsel.
• Maintains required documentation and filings for government mandates such as COBRA, ACA (Forms 1094-C/1095-C), FMLA, I-9/E-Verify, EEO-1, and state new hire reporting.
• Monitors and reports quarterly local employer wages and benefits for market comparisons.
• Maintains a working knowledge of federal, state, and local employment laws (including wage and hour, leave, benefits, pay transparency, data privacy, and the use of AI in hiring), and recommends updates to the Employee Handbook, policies, and postings at least annually to ensure compliance.
• Uses HR technology, including HRIS, applicant tracking, and payroll systems, to streamline processes and provide accurate HR metrics reporting to leadership.
• Performs other duties as assigned.

Preferred Aptitudes/Eligibility Considerations:

• Bachelor’s Degree in HR or business-related field with at least two years’ experience in HR, or an equivalent combination of education and experience.
• SHRM-CP/SHRM-SCP or PHR/SPHR certification a plus.
• Two years’ experience in benefit plan administration.
• Two years’ experience in payroll administration.
• Working knowledge of HR/Personnel/Payroll-related laws such as FLSA, Title VII, ADA, ADEA, FMLA, PWFA, COBRA, ACA, ERISA, HIPAA, NLRA, USERRA, OSHA, DHS (I-9/E-Verify), and FOC/DHHS.
• Proficiency with HRIS, payroll, and applicant tracking systems and Microsoft 365, with comfort learning new technology, including AI-enabled HR tools, and using it responsibly.
• Strong written and verbal communication skills, with a warm, approachable, and professional style.
• Strong interpersonal skills and the ability to build trust with employees at all levels.
• Demonstrated discretion and integrity in handling confidential information.
• Organized and detail-oriented, with consistent follow-through on multiple priorities.

Physical Considerations:

• Ability to keyboard and operate computer/phone and other office equipment.
• Near/close up visual acuity and ability to hear & distinguish speech and other sounds.
• Infrequent lifting up to 20 pounds.
• Remaining in a stationary position, often sitting for prolonged periods.
• Occasional walking on the production floor, which may include noise and required PPE.
• Reasonable accommodations may be made for individuals with disabilities.

Performance Criteria:

• Employee Retention Rate, including 90-day new hire retention
• Employee Net Promoter Score and engagement survey results
• Benefits Satisfaction
• Time to fill and quality of hire
• Payroll accuracy and timeliness
• Compliance: on-time filings, training completion, and audit results

Work Environment:

• 40 hours/week, primarily seated in an office environment, with regular time spent connecting with employees throughout the facility.
• Occasional extra hours to meet work demands, such as open enrollment and year-end.
• A stable, collaborative, team-oriented culture where relationships and teamwork are valued.

What We Offer:

• Salary commensurate with experience and qualifications.
• Comprehensive benefits, including health insurance, 401(k), life/disability, and paid time off.
• An established, stable company where you can build lasting relationships with employees and leaders.
• A supportive leadership team that values your input and recognizes your contributions.
• The chance to make a real difference in employees’ work lives and help shape our culture.

Fibre Converters is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by law.