HR Manager

Die MAAG Group ist ein weltweit führender Lösungsanbieter für die Polymer-, Chemie- und Petrochemieindustrie. Das Portfolio umfasst integrierte Systemlösungen für Pumpen- und Filtration, Granulierung, Pulvermühlen, Feedblöcke und Breitschlitzdüsen, Recycling sowie Mess-, Regel-, Inspektions- und Sortiertechnik. Die Produktmarken AMN, AUTOMATIK, CLOEREN, ETTLINGER, GALA, MAAG, REDUCTION, SCHEER, SIKORA, WITTE und XANTEC stehen für höchste Qualität, exzellente Performance und Spitzentechnologie. Mit Innovationskraft, umfassendem After-Sales-Service und über 2.200 Mitarbeitenden weltweit liefert die MAAG Group maßgeschneiderte Lösungen für anspruchsvolle Anwendungen in Produktion, Verarbeitung und Recycling. Gefertigt werden die Produkte in der Schweiz, Deutschland, Österreich, Frankreich, Italien, den USA und China – für messbaren Mehrwert und nachhaltigen Wettbewerbsvorsprung. Mehr Informationen auf www.maag.com.
Die MAAG Group ist eine Geschäftseinheit von Pumps & Process Solutions, einem Segment der Dover Corporation.
Position information
Position Title:
Human Resources Manager
Business Unit:
MAAG Group Americas
Reports To:
Human Resource Director
Position Location :
Kent, Ohio
FLSA Class: Exempt
Position Type: Full-time
Leadership responsibility: Yes
Budget responsibility: No
Main position objectives
The Human Resources Manager is responsible for all aspects of human resource management. Responsibilities include, but are not limited to, functional areas such as employee relations, recruitment and selection, training, performance management, FMLA, ADA, EEO, skills matrix tracking, onboarding, offboarding, payroll, HRIS management, workers' compensation, record keeping, and policy implementation. The ideal candidate will actively engage as a business partner with the production, sales, and support teams daily, focusing on positive employee relations as a foundational expectation for success in this role.
Position description – Tasks, responsibilities, competencies
Understands and executes the organization’s human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and organizational planning.
Executes the full life cycle of HR processes, including onboarding, processing personnel changes, administering performance improvement plans, and managing off-boarding procedures in accordance with MAAG and Dover guidelines.
Maintains compliance with federal, state, and local employment laws, regulations, and recommended best practices; routinely reviews internal policies and practices to maintain compliance.
Serves as a champion for various corporate programs by executing implementation and change management strategies.
Manages positive employee relations and implements engagement programs for assigned areas of responsibility.
Partners collectively with site leadership to improve overall employee satisfaction and retention.
Guides employee relations collaboratively by addressing concerns timely and effectively.
Provides support and guidance to management and staff when complex, specialized, or sensitive questions and issues arise.
Administers the MAAG Americas Skills Matrix program in partnership with Operations, tracking competencies to drive accountability, cross-training, and compensation alignment for the hourly workforce.
Ensures system accuracy within MAAG’s organizational structure by updating job requirements, descriptions, codes, and compensation details for all positions.
Builds relationships with local agencies, trade schools, and government organizations to source talent for current and future openings.
Develops and implements HR strategies and initiatives in collaboration with the MAAG Americas HR Team to align with the needs of the supported job site.
Implements performance management and individual development planning to ensure continuous employee improvement and career growth programs align with business needs.
Participates in weekly and monthly meetings to ensure frequent, effective communication across all supported teams.
Provides monthly HR reports and updates for the finance department and leadership.
Serves as the local organizer for employee appreciation events, while managing supplies and inventory for recruiting and daily site use.
The incumbent considers all interests of quality, accident prevention and occupational safety as well as environmental safety in a preventive manner within his/her scope of responsibility and supports the avoidance of damages to people, facilities, assets, material and environment actively.
The incumbent is obliged to perform tasks requested by management that relate to his/her position scope or arise from company needs. This job description reflects current status, right to make changes reserved.
Work Environment
Work in this position is both in an office and a factory floor environment. While performing the duties of this job in a factory setting, the employee may be exposed to fumes or airborne particles, moving mechanical parts and vibration. The noise level in the work environment and job sites can be loud and PPE may be required.
Physical Requirements
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
While performing the duties of this job, the employee is regularly required to talk or hear. This position is active and requires standing, walking, bending, kneeling, stooping, crouching, crawling, and climbing.
The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
Job Specification
Education
Mandatory
Bachelor’s degree in Human Resources, Business Administration, or related field
Desirable
SHRM – CP, SCP, PHR or SPHR certification preferred
Professional experience
Mandatory
5 years of general HR experience with positive employee relations exposure
Desirable
3 years’ experience in a manufacturing environment, with progressive Human Resources responsibility
Demonstrated ability and willingness to work both in transactional and transformational HR environment
In-depth knowledge of labor law, including ability to perform audits and participate in investigations
Experience delivering training, employee orientation or similar experience
Strong proficiency in Microsoft Office suite, with emphasis on Excel
Experience with human resources information systems (HRIS); preferably Workday.
Experience with analyzing data for reporting and guiding strategic employment planning
Ability to create a culture of diversity, inclusivity, collaboration and teamwork
Interpersonal skills and behavioral competencies
Mandatory
Competence to build and effectively manage interpersonal relationships at all levels of the company
Ability to navigate difficult conversations with appropriate discretion and confidentiality
Ability to perform in a dynamic environment using technology
Efficient and thorough record-keeping and organizational skills
Self-starter with ability to solve problems; anticipate and take proactive measures within areas supported
Clear, concise and articulate communication skills - verbal, written, listening and presenting
Integrative mindset that allows for effective planning and development of strategic goals
Strong team player, work ethic and commitment to win
Desirable
Coaching and mentoring skills
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Dover Competencies
The 3 most important competencies for success in this role are highlighted:
Attract, Develop and Retain Talent
Builds and Manages Collaborative Relationships
Change Leadership
Customer Impact
Motivates and Inspires
Results driven
Self-Awareness and Personal Development
Strategic Mindset
Strong Business Acumen and Sound Judgment
Winning the right way
Language skills
Required: Mastery of English
Desired: Spanish
Schedule:
Monday to Friday
: possible weekends or holidays as needed
Travel frequency in %
5-10%

This position is eligible to earn a discretionary bonus based on performance metrics and other criteria outlined in our applicable bonus plan.

We consider several job-related, non-discriminatory factors when determining the pay rate for a pos

Skills
Excel, Employee Relations, Payroll, Onboarding