Human Resources Manager

Human Resources Manager

Job Description

Department: Mertz – Human Resources

Job Status: Full Time

FLSA Status: Salary Exempt

Reports To: Human Resources Business Partner

Location: Ponca City, OK

Amount of Travel Required: less than 10%

Work Schedule: Monday – Friday, 8 a.m. – 5 p.m.

Positions Supervised: HR Generalists, TA Specialist

POSITION SUMMARY: The Human Resources Manager is responsible for leading the Human Resources function for a 400 employee manufacturing facility. Reporting to the Human Resources Business Partner within the Corporate Shared Services Human Resources organization, this position manages a team and serves as the senior onsite HR leader and primary advisor to facility leadership on workforce and employee matters.

The Human Resources Manager is responsible for the leadership, administration, and execution of HR programs and processes, including employee relations, talent acquisition support, onboarding, performance management, employee engagement, policy administration, compliance, leave management, and workforce planning. This role partners closely with plant leadership and Corporate Shared Services HR to drive business objectives, support operational excellence, promote a positive employee experience, and ensure compliance with all applicable employment laws and company policies.

This is a highly visible, hands on leadership role requiring a strong presence throughout the facility, sound judgment, and the ability to influence leaders and employees across all departments and shifts.

ESSENTIAL FUNCTIONS: (The following duties and responsibilities are all essential job functions, as defined by the ADA, except for those that begin with the word "may")

- Lead onsite Human Resources operations and serve as the senior HR resource for employees, supervisors, managers, and facility leadership, ensuring consistent application of company policies, procedures, and employment practices.

- Manage, coach, and develop the onsite HR team, establishing priorities, allocating resources, monitoring performance, and supporting professional growth and succession planning.

- Partner with facility leadership to address employee relations matters, performance concerns, disciplinary issues, workplace conflict resolution, policy interpretation, and organizational challenges, collaborating with Corporate Compliance on investigations as needed.

- Collaborate with Corporate Talent Acquisition and operational leaders to support recruiting, hiring, onboarding, retention, and workforce planning initiatives for hourly and salaried positions.

- Drive compliance with federal, state, and local employment laws, company policies, recordkeeping requirements, and audit processes, including I-9 administration, unemployment claims, and personnel records management.

- Serve as the onsite liaison to the Corporate Benefits team for leave administration, including FMLA, ADA accommodations, workers' compensation, and other leave programs, ensuring compliance, timely resolution, and effective employee support.

- Lead performance management activities by coaching managers on employee development, performance improvement, accountability, documentation, and annual review processes.

- Champion employee engagement, recognition, retention, and communication initiatives that strengthen workplace culture and support employee satisfaction and productivity.

- Partner with facility leadership and Corporate Shared Services HR to support operational objectives, organizational changes, workforce needs, and implementation of HR programs and initiatives.

- Analyze workforce trends and HR metrics, including turnover, absenteeism, recruiting, and employee relations data, and recommend solutions to improve business and workforce outcomes.

- Identify, recommend, and implement process improvements that enhance HR service delivery, operational efficiency, compliance, and employee experience.

- Escalate employee relations, compliance, legal, or organizational risks to the Human Resources Business Partner as appropriate.

- Perform other related duties as assigned to support successful operations and business continuity.

Qualifications

POSITION REQUIREMENTS:

- Must be legally authorized to work in the United States without the need for sponsorship.

- Must be at least 18 years of age or older.

- Successfully passes all applicable general pre employment testing including but not limited to: background check, pre employment drug screening, pre employment fit tests, pre employment aptitude and/or competency assessment(s).

- Daily overtime required and in person, predictable attendance in Ponca City, OK.

- Proficiency in spoken English language.

- Valid U.S. Drivers License required. Most employment is contingent upon meeting company driving standards, including 3 year U.S. driving history and an acceptable Motor Vehicle Record (MVR) in accordance with Company policy .

EDUCATION/EXPERIENCE LEVEL

- High School Diploma or GED required.

- Bachelor's degree in Human Resources, Business Administration, or a related field preferred. An equivalent combination of education, specialized training, and relevant experience may be considered in lieu of a degree.

- Minimum of 7 years of progressive Human Resources experience.

- Minimum of 3 years of people leadership or management experience.

- Experience supporting manufacturing, industrial, distribution, or other operational environments required.

- Demonstrated experience managing employee relations, investigations, compliance, performance management, and workforce issues.

- Experience supporting a large hourly workforce preferred.

- Experience leading or supervising HR staff preferred.

- Bilingual Spanish proficiency is a plus.

- PHR, SPHR, SHRM CP, or SHRM SCP certification preferred.

QUALIFICATIONS, SKILLS, COMPETENCIES, AND ABILITIES

- Strong knowledge of federal and state employment laws, HR practices, and compliance requirements.

- Demonstrated ability to influence and partner effectively with leaders at multiple organizational levels.

- Strong employee relations, conflict resolution, investigation, and problem solving skills.

- Ability to assess workforce issues, recommend solutions, and exercise sound judgment in a manufacturing environment.

- Proven leadership skills, including coaching, developing, and managing HR staff.

- Strong organizational and project management skills with the ability to balance multiple priorities.

- Excellent verbal, written, presentation, and interpersonal communication skills.

- Ability to maintain confidentiality and handle sensitive information with discretion.

- Proficiency with HRIS platforms, Microsoft Office applications, and workforce analytics/reporting tools.

- Strong business acumen and the ability to align HR practices with operational and organizational goals.

PHYSICAL REQUIREMENTS/WORK ENVIRONMENT

The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Employees are frequently required to walk, sit, climb, bend, reach, and squat or kneel. The employee works primarily indoors and will be sitting for prolonged periods at a desk while typing on a computer, whether in a home office, corporate office, client office, or job site. The employee must be able to access and navigate each department at the organization's facilities. When required to visit a wellsite, the work environment may include exposure to hazardous materials, operating conditions, audio levels up to 85 dB, inclement weather, and extreme temperatures (both hot and cold). Given these conditions, employees visiting a pad site are required to wear company mandated and company issued Personal Protective Equipment (PPE), including fire retardant coveralls, safety hat, steel toe boots, safety glasses, ear protection, and impact gloves, and must strictly adhere to all safety policies and procedures. Employees must be able to independently lift 25 lbs.

Work hours may include early morning, late evenings, and weekends, depending on business necessity.

AAP/EEO STATEMENT

The Company is committed to the cause of equal employment opportunity for all employees and applicants, thus abiding by all applicable state and federal laws. Our practices regarding employment, job promotion, compensation, training, and termination do not discriminate on the basis of race, color, religious creed, age, sex, national origin, veteran's status, disability, pregnancy, genetic information, or any other legally protected status. It is expected that all employees, both management and staff, will fully support these nondiscriminatory policies.

*All field and shop employees and potential employees performing or assuming roles that require exposure to industrial activities, including, but not limited to, roles in shop or field operations environments, must be able to effectively communicate and comprehend the English language. This provision does not purport to require employees to always speak only English in the workplace or otherwise prevent employees from speaking non English languages, provided that such employees are able to effectively communicate and comprehend English to satisfy the companys expectations and business objectives.

English comprehension is necessary to ensure employees:

- Understand all health and safety communications.

- Possess a sufficient level of relevant equipment knowledge.

- Comprehend verbal and written communications from the company and other employees.

- Comprehend all operational and safety procedures.

- Understand alerts and emergency notifications, including Responses to Alerts, Warnings and Emergencies.

- Understand the contents of announcements and/or radio communications.

- Are able to effectively and independently communicate with customers, supervisors, and colleagues.

- Are able to prevent workplace accidents and/or injuries through effective communication .

The company has reviewed this job description to ensure essential functions and duties have been included. It is not intended to be an exhaustive list of all functions, responsibilities, skills, and abilities.

Last Revised 09.2026.