HR Manager, Ruggable

• This is an ideal opportunity for someone who thrives in fast-paced environments and enjoys being onsite with frontline teams
• 7+ years of progressive HR experience (manufacturing strongly preferred)
• Strong knowledge of employment law and compliance (OSHA, FLSA, FMLA, ADA, Workers Comp, etc.)
• Proven experience handling employee relations and investigations
• Ability to thrive in fast-paced, high-volume environments
• Strong written and verbal communication skills
• High level of discretion and professionalism

Desirable

• Ruggable is seeking an experienced HR Manager to support our LA manufacturing site
• This role will serve as a strategic partner to plant leadership while remaining hands-on with day-to-day HR operations for both hourly and salaried employees
• You’ll play a key role in driving engagement, supporting leaders, and ensuring compliance across the employee lifecycle
• Own and oversee onboarding and offboarding processes for hourly and salaried employees
• Partner with Talent Acquisition on staffing needs, job postings, interviews, and hiring support
• Coordinate plant tours, interviews, and first-day onboarding experiences
• Communicate company policies, handbook updates, benefits programs, and HR initiatives
• Support and execute HR and talent initiatives aligned with business objectives
• Manage relationships with staffing agencies and oversee temp-to-perm conversions
• Serve as primary HR partner for hourly and salaried employees
• Coach leaders on performance management, investigations, corrective action, and conflict resolution
• Handle sensitive employee relations matters with professionalism and confidentiality
• Measure employee morale and recommend strategies to improve engagement and retention
• Identify training needs and coordinate leadership and employee development programs
• Lead and support employee engagement initiatives, recognition programs, and site events
• Ensure compliance with federal, state, and local employment laws
• Administer workers’ compensation claims, documentation, and reporting
• Support workplace investigations in partnership with Legal
• Maintain HR SOPs and ensure consistent application across the site
• Partner with Safety leadership on incident investigations and training
• Maintain accurate employee records in HRIS
• Process employment changes (promotions, transfers, terminations, LOAs)
• Audit timecards and partner with Payroll and agencies for accuracy
• Prepare HR metrics, reports, and insights for leadership
• Provide workforce data to support planning and decision-making
• Act as trusted HR advisor to plant leadership
• Partner cross-functionally with Payroll, Legal, Benefits, and Corporate HR
• Support site change initiatives and process improvements