Human Resource Manager

Requirements

• To perform this job successfully, an individual must be able to perform each essential function satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Education & Experience
• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
• 7-10 years progressive HR experience supporting manufacturing or operations environments preferred.
• Demonstrated experience in employee relations, performance management, and change management within a U.S.-based organization.
• Experience leading people preferred
• Licenses & Certifications
• PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.
• Skills & Abilities
• Strong working knowledge of U.S. employment laws and HR best practices.
• Ability to partner effectively with operations leaders in a fast-paced manufacturing environment.
• Sound judgment, discretion, and the ability to handle sensitive matters professionally.
• Strong communication, coaching, and conflict resolution skills.
• Proven problem-solving skills with a continuous improvement mindset.
• Ability to work independently while collaborating effectively with enterprise HR partners.
• PHYSICAL DEMANDS
• W

Benefits

Additional Information

Why join us? Our purpose is design for the good of humankind. It's the ideal we strive toward each day in everything we do. Being a part of MillerKnoll means being a part of something larger than your work team, or even your brand. We are redefining modern for the 21st century. And our success allows MillerKnoll to support causes that align with our values, so we can build a more sustainable, equitable, and beautiful future for everyone. ABOUT THIS OPPORTUNITY Provide comprehensive, professional human resources leadership and support to associates at the Spring Lake Manufacturing facilities. This role partners closely with operations leadership to deliver effective people strategies across performance management, employee relations, talent development, workforce planning, and change management, while ensuring compliance with U.S. employment laws and company policies. The position is based onsite in Spring Lake, Michigan, with limited travel as needed to other U.S. locations. ESSENTIAL FUNCTIONS Lead, coach, and develop a team of Human Resources Business Partners (HRBPs), providing direction, prioritization, and ongoing feedback while building HR capability and consistency across the site. Serve as an active Human Resources Business Partner for assigned client areas, providing hands-on support alongside HRBP team members. Partner with Operations leaders to support workforce planning, succession planning, and talent reviews across the manufacturing organization. Provide hands-on employee relations support, including coaching leaders through performance management, corrective action, investigations, disciplinary actions, and grievance resolution; directly lead complex or escalated cases as needed. Lead and support change management initiatives related to organizational changes, restructures, and operational improvements. Advise managers and associates on HR policies, procedures, and U.S. employment law requirements, ensuring fair, consistent, and compliant application. Support absence and attendance management processes, including return-to-work conversations and coordination with Occupational Health or disability/leave partners, as applicable. Partner with labor relations stakeholders, as applicable, supporting union or associate representative relationships and related meetings. Support hourly and salaried talent processes including hiring, onboarding, development, and retention in partnership with Talent Acquisition. Partner with Compensation & Benefits and Payroll teams to support accurate execution of pay, benefits, and related processes for the site population. Review, interpret, and implement company HR policies and procedures, ensuring alignment with U.S. federal, state, and local legislation. Lead or contribute to HR projects and continuous improvement initiatives aligned with operational and enterprise priorities. Monitor HR-related metrics (e.g., turnover, engagement, absence) and partner with leaders and HRBPs on action planning. Support employee engagement efforts and culture initiatives to strengthen the associate experience and inclusion at the site. Serve as a trusted advisor to Operations leadership while modeling company values and people leadership expectations. Ability to work on-site five (5) days per week. ADDITIONAL RESPONSIBILITIES Performs additional duties and special projects as assigned to support business objectives.

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