Manager, Human Resources

The Human Resources Manager is a hands‑on, results‑driven HR leader responsible for delivering strong people outcomes at the Superior Tube manufacturing site in Collegeville, PA. Supporting an operation of approximately 200 employees across multiple shifts, this role reports directly to the Director, Human Resrouces for the Specialty Metal Products (SMP) Business Unit.

This position plays a critical role in talent acquisition, onboarding, talent management, and employee relations in a unionized manufacturing environment, while also leading day‑to‑day HR administration. The HR Manager is both a trusted business partner to site leadership and the primary driver of operational HR excellence, including process improvement and compliance.

Role Overview:

This role requires a visible presence on the plant floor, strong partnerships with leaders and union representatives, and the ability to balance strategic workforce initiatives with high‑touch HR execution. The HR Manager will proactively strengthen the people pipeline, and streamline HR processes to support business objectives.

Key Responsibilities:

Talent Acquisition, Onboarding & Workforce Planning

Lead full‑cycle recruiting for hourly, salaried, technical, and leadership roles.

Build and maintain strong talent pipelines through proactive sourcing.

Partner with plant leadership on workforce planning, staffing levels, and future skill needs.

Own and continuously improve onboarding and orientation programs to accelerate time‑to‑productivity and retention.

Ensure a positive, consistent, and compliant candidate and new‑hire experience aligned with AMETEK standards.

Talent Management & Leader Development

Drive performance management, goal‑setting, and feedback processes.

Identify and develop high‑potential employees and future leaders, with emphasis on frontline supervisors.

Coach managers on effective people leadership, employee development, and performance improvement.

Support succession planning and internal mobility efforts.

Labor Relations & Union Leadership (Required)

Serve as the primary HR contact for a unionized workforce.

Administer and interpret the collective bargaining agreement (CBA) consistently and effectively.

Lead grievance administration, employee investigations, and corrective action processes.

Build productive working relationships with union representatives to support positive labor relations and business outcomes.

Support labor negotiations and contract preparation, as required.

HR Operations, Leave Management & Employee Relations

Manage leave administration, including FMLA, ADA, disability, statutory, and company‑sponsored leave programs, ensuring accuracy, compliance, and clear communication.

Handle day‑to‑day employee relations matters with sound judgment and consistency.

Collect, review, and validate biweekly payroll hours for all site employees, ensuring accuracy and timely submission to Corporate Payroll for processing.

Ensure effective execution of attendance management, disciplinary processes, and HR case management.

Maintain accurate HR records and HRIS data in compliance with AMETEK and legal requirements.

HR Process Improvement & Compliance

Identify opportunities to streamline HR processes, eliminate inefficiencies, and improve effectiveness.

Recommend and implement HR process improvements aligned with AMETEK best practices.

Ensure compliance with federal, state, and local employment laws, labor regulations, and company policy.

Culture, Engagement & Metrics

Drive employee engagement initiatives and action planning.

Track, analyze, and report key HR metrics (recruiting effectiveness, turnover, absenteeism, engagement).

Actively promote a culture of accountability, inclusion, and continuous improvement.

Required Qualifications:

Bachelor’s degree in Human Resources, Business, or related field.

Minimum 5–8 years of progressive HR experience in a manufacturing environment.

Demonstrated experience supporting unionized operations is preferred.

Proven success leading recruiting, onboarding, and talent management for both hourly and salaried populations.

Strong working knowledge of employment law and HR best practices.

HR certification (PHR, SHRM‑CP) preferred.

Key Skills & Leadership Attributes:

Strong business partner mindset with the ability to influence and advise leaders.

Comfortable balancing strategic initiatives with hands‑on HR administration.

Results‑driven, organized, and capable of managing competing priorities.

Skilled in change management and continuous improvement.

Effective communicator with strong relationship‑building skills.

High integrity and ability to handle sensitive matters with discretion.