HR Manager

American Rheinmetall is a leader in the design, development, and production of advanced tracked and wheeled vehicles, vehicle systems, and critical components that support U.S. military modernization. Our expertise spans electronic and mechanical systems, fabricated structures, armored products, rubber solutions, and track systems, delivering reliable innovation to both defense and commercial markets at the speed of need. As part of the global Rheinmetall family, we combine proven heritage with forward-looking technology to provide solutions that defend and feed the world.

Job Summary

Plans and implements strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counseling, pay and conditions, training and development, morale and motivation, culture, performance appraisals and quality management systems.

Essential Functions

• Ensures compliance with all applicable federal, state, and local employment laws and regulations, and oversees the development and administration of HR policies, procedures, and reporting requirements.
• Leads full-cycle recruitment efforts, including sourcing, interviewing, evaluating, and selecting qualified candidates to meet organizational staffing needs.
• Plans, coordinates, and facilitates new employee onboarding and orientation programs to promote employee engagement and successful integration into the organization.
• Maintains accurate and confidential employee records, including employment actions, benefits enrollment, performance reviews, and workforce data required for regulatory reporting.
• Develops and coordinates training programs for managers and employees on topics including interviewing, hiring practices, performance management, workplace safety, harassment prevention, and other employment-related matters.
• Serves as a trusted advisor to managers and employees by providing guidance and support on employee relations matters, conflict resolution, workplace investigations, and policy interpretation.
• Responds to employee and management inquiries regarding human resources policies, procedures, programs, benefits, and employment practices.
• Administers and continuously improves the performance management process to ensure consistency, effectiveness, compliance, and alignment with organizational objectives.
• Oversees compensation administration, including salary structures, pay practices, and market competitiveness, to promote internal equity and regulatory compliance.
• Manages employee benefits programs, including health, dental, vision, life, disability, retirement, leave administration, and employee assistance programs.
• Coordinates workers' compensation activities, investigates workplace injuries and incidents, and prepares required documentation and reports for insurance carriers and regulatory agencies.
• Administers employee separations, including preparation of termination documentation, exit interviews, and compliance with applicable policies and legal requirements.
• Analyzes workforce metrics and trends, including turnover, absenteeism, and employee engagement, and recommends strategies to improve retention and organizational effectiveness.
• Represents the organization in employment-related proceedings, audits, investigations, unemployment hearings, and interactions with regulatory agencies.
• Participates in organizational planning initiatives and contributes to the development and implementation of human resources strategies that support business objectives.
• Performs other duties as assigned.

Supervisory Responsibilities

Directly supervises employees in the Human Resource Department. Strategically carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

Minimum Qualifications

• Demonstrated knowledge of federal and state employment laws, HR policies, and employee relations practices.
• Experience conducting workplace investigations, resolving employee relations issues, and providing guidance to managers on personnel matters.
• Strong interpersonal, communication, problem-solving, and organizational skills, with the ability to handle confidential information and build effective working relationships.

Education & Experience

Bachelor's degree in Human Resources, Business Administration, or a related field and a minimum of five (5) years of progressive human resources experience, including employee relations, talent acquisition, performance management, compensation, and compliance, or an equivalent combination of education, training, and experience that provides the required knowledge, skills, and abilities.

Background Prerequisites

Must undergo and meet company standards for background check, employment verification, reference checks, physical, and controlled substance testing. Candidate must be able to obtain and maintain suitability requirements for access to classified information.

Preferred Qualifications

• Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR

Working Conditions and Physical Demands

With or without reasonable accommodation requires the physical and mental capacity to perform effectively all essential functions. In addition to other demands, the demands of the job include:

• While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel and reach with hands and arms. The employee may occasionally lift to 25 pounds. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Equal Employment Opportunity Statement

American Rheinmetall provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sex (including pregnancy), gender identity, national origin, age, disability, or marital status, in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.