HR/EHS Manager

Role Overview

Titan Circuits is a rapidly scaling PCB assembly company serving commercial, aerospace, and defense customers. We are moving from start-up execution to disciplined scale. The HR Manager role is critical to that transition.

This position owns the entire people infrastructure for the site—compliance, systems, leadership enablement, workforce planning, and culture—while remaining practical, business-minded, and deeply connected to the manufacturing floor.

This is not a passive HR role. It requires ownership, judgment, and the ability to operate comfortably in a fast-moving manufacturing environment.

HR Infrastructure & Compliance

- Own and maintain a legally defensible HR foundation across federal and Arizona employment law

- Maintain and continuously improve the employee handbook, policies, and procedures, aligned with AS9100 and customer audit expectations

- Ensure compliance with EEO, ADA, FMLA, wage & hour, I-9/E-Verify, records retention, and required postings

- In coordination with finance, execute bi-weekly payroll and all related year-end tasks

- Lead internal HR audit readiness and support external customer or regulatory audits

Employee Relations & Performance Management

- Serve as the primary escalation point for employee relations issues; manage investigations with judgment and discretion

- Coach managers on performance management, corrective action, documentation, and terminations

- Ensure consistency, fairness, and legal defensibility in disciplinary decisions

- Build and maintain performance review and feedback processes and ensure compliance

Talent Acquisition & Workforce Planning

- Own full-cycle recruiting for all roles within the organization

- Partner with leadership on headcount planning, role clarity, and job architecture as the company scales

- Maintain accurate job descriptions aligned to operational reality and compensation structure

- Support succession planning for key operational and technical roles

Compensation, Benefits & HRIS

- Administer compensation structures, merit processes, and incentive programs

- Manage benefits administration (medical, dental, vision, Simple IRA) and vendor relationships, benchmark benefits trends and make business case for improvements as Titan scales

- Own HRIS data integrity, reporting, and termination workflows

- Ensure clean onboarding and offboarding processes with zero compliance gaps

Leadership Support & Culture

- Act as a trusted advisor to the CEO and leadership team on people decisions

- Translate business strategy into people practices that support speed, accountability, and quality

- Reinforce a culture of ownership, discipline, and continuous improvement

Qualifications

Critical Knowledge Requirements
This role requires real manufacturing HR experience.

- Strong working knowledge of Arizona and federal employment law

- In-depth experience with HRIS and payroll administration. Preferably Paycom.

- Hands-on experience supporting non-exempt manufacturing workforces

- Familiarity with AS9100 and ISO-driven environments and audit expectations

- Understanding of wage and hour risk, overtime rules, shift work, and production staffing models

- Ability to operate independently without a large HR department or shared services structure

Critical Behavioral Competencies

- Business-first judgment with a clear understanding that HR exists to enable the business

- Operational credibility with comfort spending time on the production floor

- Bias for action with the ability to move issues forward decisively

- Direct, professional communication style for handling difficult conversations

- High accountability with ownership of outcomes, not just recommendations

- Strong sense of confidentiality and trust

- Builder mentality with comfort creating structure where little previously existed

Experience and Education

- Seven or more years of progressive HR experience, preferably in manufacturing, electronics, or aerospace and defense

- Prior experience as an HR Manager or HR Business Partner

- Bachelor’s degree required

- HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP preferred but not required

- Start-up or scale-up experience strongly preferred