Human Resources Manager - 100% Remote

About the Company
CEPA and Qualastat operate across three locations, with two sites in Chandler, Arizona, and one in Gettysburg, Pennsylvania. The organization is focused on operational excellence, workforce effectiveness, and continued business growth across its manufacturing and value-added distribution operations.
About the Role
CEPA and Qualastat are seeking a Human Resources Manager to lead day-to-day HR operations across three locations. Reporting to the HR Director, with a dotted-line relationship to the General Manager, this role serves as the primary operational HR partner for employees and managers across two businesses.
The HR Manager will oversee employee relations, talent acquisition, compensation and benefits, leave administration, HR systems, compliance, workforce analytics, and organizational development. This position requires a hands-on, analytical, and people-centered professional who can translate business priorities into practical HR solutions, improve processes, and manage multiple initiatives in a changing environment.
This is an on-site role based in Chandler, Arizona, with quarterly travel to Gettysburg, Pennsylvania. The position is classified as exempt under the Fair Labor Standards Act (FLSA) and has no direct reports.
Key Responsibilities
Human Resources Leadership and Operations
Lead day-to-day HR operations across all three locations, ensuring consistent, responsive, and compliant HR services.
Manage operational HR issues, resolve problems, and escalate matters requiring headquarters review or strategic direction.
Develop and implement HR initiatives, policies, procedures, workflows, standard operating procedures, tools, and manager resources.
Identify organizational challenges, improve processes, and implement scalable solutions that deliver measurable business value.
Coordinate multiple HR initiatives, monitor progress, remove implementation barriers, and ensure successful execution.
Provide practical guidance to employees and managers on company policies, employment practices, and workplace matters.
Employee Relations and Manager Support
Investigate employee concerns, workplace complaints, policy violations, and other employment matters fairly and confidentially.
Coach managers on performance management, documentation, corrective action, conflict resolution, and leadership practices.
Support disciplinary actions, including performance improvement plans, written warnings, suspensions, and terminations.
Facilitate employee counseling, conflict resolution, and workplace discussions.
Administer performance management processes, including goal setting, evaluations, coaching, and development planning.
Analyze employee relations trends, turnover, absenteeism, and performance data to identify root causes and recommend solutions.
Promote consistent application of HR policies and employment practices across the organization.
Build trusted relationships with employees, managers, and leaders while proactively addressing workplace concerns.
Talent Acquisition and Workforce Administration
Lead full-cycle recruitment and partner with managers on staffing plans aligned with operational needs, budgets, and workforce forecasts.
Develop and maintain job descriptions, recruiting materials, interview processes, and hiring practices.
Source, interview, evaluate, and recommend candidates while building proactive talent pipelines.
Coordinate interviews, phone screens, hiring team feedback, employment offers, and pre-employment activities.
Monitor recruiting metrics, time-to-fill, candidate pipelines, and sourcing effectiveness.
Improve recruitment, selection, onboarding, and hiring practices to strengthen candidate experience and hiring quality.
Oversee onboarding, including new-hire orientation, employment eligibility verification, required documentation, manager coordination, and HRIS setup.
Manage employee offboarding, including exit interviews, separation documentation, knowledge transfer, benefits administration, payroll coordination, and system access changes.
Compensation, Benefits, and Employee Programs
Conduct compensation benchmarking, salary analyses, internal equity reviews, and workforce cost assessments.
Evaluate compensation recommendations for new hires, promotions, transfers, and salary adjustments.
Provide employee guidance on benefits, enrollment, coverage, claims, reimbursements, and access to care.
Coordinate open enrollment activities, employee communications, and benefits education.
Leave Administration, Accommodations, and Workers’ Compensation
Manage employee leave and accommodation cases from initial requests through return to work.
Administer applicable leave programs, including FMLA, disability and wage replacement programs, military leave, jury duty, bereavement, and personal leave.
Coordinate workplace accommodations in accordance with the ADA, PWFA, and other applicable laws.
Manage return-to-work planning, fitness-for-duty determinations, and transitional work assignments.
Administer workers’ compensation claims and coordinate with employees, managers, insurers, and medical providers.
Ensure timely and accurate documentation, payroll coordination, benefits continuation, claims reporting, and recordkeeping.
Respond to workplace injuries and illnesses, track incident reports, and investigate risks while recommending appropriate resolutions.
Analyze leave, attendance, and workers’ compensation trends to identify risks and opportunities for improvement.
Support safety, hazard prevention, ergonomics, and policy-related training as needed.
HR Systems, Payroll, Reporting, and Workforce Analytics
Maintain accurate and complete employee information in HRIS and related systems.
Administer HRIS processes, troubleshoot system issues, and assist employees with system use.
Coordinate with management to ensure timely timekeeping and payroll submissions, reviewing pre-submission reports for accuracy.
Maintain workforce dashboards covering headcount, turnover, recruitment, compensation, labor costs, overtime, absenteeism, productivity, and retention.
Prepare recurring and ad hoc workforce analyses, compensation studies, employee census reports, and organizational charts.
Develop workforce forecasts and analyses to support budgeting, headcount planning, organizational design, acquisitions, and long-term planning.
Translate workforce data into actionable recommendations that support business performance and executive decision-making.
Compliance, Risk Management, and Organizational Integration
Ensure compliance with applicable federal, state, and local employment laws, including wage-and-hour requirements, equal employment opportunity, leave administration, workplace accommodations, and employment eligibility.
Monitor legislative changes and recommend updates to HR policies and practices.
Maintain employment records, workplace postings, and documentation in accordance with regulatory requirements.
Coordinate employment-related audits, compliance reviews, and corrective action initiatives.
Identify and implement improvements that strengthen compliance, reduce organizational risk, and improve HR service delivery.
Organizational Effectiveness and Continuous Improvement
Develop employee engagement, recognition, communication, and retention initiatives.
Identify training needs and coordinate leadership development, professional development, compliance, and HR-related training.
Help managers strengthen leadership capabilities through coaching, practical tools, and HR best practices.
Lead the operational implementation of organizational changes, including communications, training, stakeholder coordination, and adoption activities.
Improve HR processes, documentation, employee experience, and service delivery.
Lead complex HR projects requiring analytical problem-solving and cross-functional coordination.
Perform other duties and special projects in support of HR operations and evolving business objectives.
Required Qualifications
Bachelor’s degree.
At least five years of experience in a dedicated HR function within a manufacturing or value-added distribution organization, including at least three years in a manager or HR business partner role.
Working knowledge of HRIS administration, benefits, talent acquisition, employee relations, compensation, performance management, and organizational culture.
Working knowledge of Arizona labor and wage-and-hour laws.
Demonstrated ability to improve processes, diagnose problems, and resolve complex interpersonal issues.
Strong organizational and project management skills, with the ability to manage competing priorities.
Excellent communication skills and the ability to present ideas and recommend appropriate courses of action.
Ability to influence, negotiate, and motivate others without direct reporting authority.
Strong judgment, profess

Work arrangement
Yes