Human Resources Manager

About the Company:

Throughout a history dating back to 1881, Bradford White Corporation has been manufacturing some of the most high-performing, technologically advanced, and energy-saving products to the world market. While many manufacturers continue to move production out of the country, we continue to invest in America.

We are proud to have millions of products installed for millions of satisfied customers all over the world. Our essential products continue to support the health, safety, sanitation, and infrastructure of communities.

For the Bradford White family of companies, customer satisfaction is our greatest reward, and we remain steadfast in our commitment to deliver products that are  Built to be the Best. Today, we employ over 2000 employees with corporate headquarters in Ambler, Pennsylvania, and manufacturing operations in Michigan, Minnesota, Massachusetts, Wisconsin, and New Hampshire. We also have assembly operations in North Carolina and a distribution and training center in Ontario, Canada.

Primary Function

Our Middleville, Michigan location is seeking a strategic and experienced HR Manager to serve as the primary Human Resources Business Partner for the Middleville site, with multisite support provided as business needs arise. This role is responsible for aligning people strategies with business objectives, driving organizational effectiveness, developing talent, strengthening leadership capability, and fostering a high-performance culture.

The HR Manager will partner closely with functional and operational leaders to develop and execute strategies related to talent management, organizational development, employee relations, compensation, and benefits. The ideal candidate combines strong business acumen, employee relations expertise, and strategic leadership capabilities to help achieve organizational goals while fostering an engaged, high-performing work environment.

Responsibilities

Strategic HR Business Partnership

- Serve as the lead HR Business Partner for assigned business functions, providing strategic guidance to leaders on organizational design, workforce planning, talent strategy, employee engagement, and business transformation.

- Partner with senior leadership to align people strategies with business priorities, organizational design, workforce planning, and change initiatives.

- Use HR analytics, workforce insights, and best practices to influence decisions and support business results.

Talent Management & Organizational Development

- Lead talent management processes, including performance management, succession planning, leadership development, career pathing, and employee development.

- Partner with leaders to assess talent needs, strengthen leadership capability, and build sustainable pipelines for key roles.

- Provide strategic oversight for talent acquisition, workforce planning, and employer branding initiatives that support current and future business needs.

Employee Relations

- Advise leaders and employees on performance management, conflict resolution, policy interpretation, and workplace concerns.

- Promote positive employee relations practices that build trust, communication, engagement, and accountability.

Compensation, Benefits & Total Rewards

- Partner with corporate HR leadership on compensation, benefits, pay equity, market competitiveness, and total rewards programs that support attraction, engagement, retention, and business performance.

Culture & Employee Engagement

- Champion programs that reinforce company values, enhance employee experience, and strengthen engagement, recognition, retention, and continuous improvement.

- Partner with leaders to build effective teams and foster a collaborative, performance-driven culture.

HR Leadership & Compliance

- Lead and mentor HR team members while fostering collaboration, accountability, and professional development.

- Ensure compliance with employment laws, labor regulations, company policies, and HR practices.

- Continuously improve HR policies, processes, and programs that support organizational objectives and employee success.

Job Requirements

- Bachelors degree in Human Resources, Business Administration, or related field; Masters degree or HR certification (e.g., SHRM-SCP, SPHR) preferred.

- 7+ years of progressive Human Resources experience, including leadership of broad HR functions and strategic business partnering responsibilities. 3 or more years in a managerial role preferred.

- Demonstrated success partnering with senior leaders to develop and execute people strategies that drive business performance.

- Exceptional communication, consultation, relationship-building, and stakeholder management skills.

- Proven ability to lead change management initiatives and influence organizational outcomes.

- Experience in talent management, succession planning, leadership development, organizational development, and workforce planning.

- Working knowledge of compensation, benefits, talent acquisition, and total rewards strategies.

- Strong understanding of employment laws and HR compliance requirements.

- Proven ability to lead change management initiatives and influence organizational outcomes.

- Strong analytical capabilities with experience utilizing HR metrics and workforce data to drive business decisions.