Employment
Employment
Title: Human Resource Manager
Reports to: CEO
Location: Hybrid remote in Fridley, MN 55421
Salary: Starting at $125,000 DOQ
Summary
The Human Resource (HR) Manager is responsible for leading the Gladwin Machinery Solutions (GMS) day-to-day HR operations while helping strengthen the people processes that support the company’s continued growth.
GMS has distinguished itself through its experienced sales and service organization, comprehensive product portfolio of new and used metal fabrication equipment and rapidly expanding offering of differentiated automation & robotics solutions. The Company serves a broad base of customers in diverse end-markets including contract manufacturing, construction, HVAC, automotive, agriculture and aerospace & defense, among others. We are growing fast.
Success in this position requires a hands-on HR professional who is comfortable balancing operational HR responsibilities with leadership of strategic growth initiatives all while building strong relationships with managers and employees across the organization.
Key Responsibilities & Time Allocation
HR Operations & Employee Administration (75%)
Ensure efficient day-to-day HR operations across the organization.
Responsibilities:
• Administer employee benefits programs and coordinate the benefit package to ensure GMS remains competitive for talent.
• Manage employee onboarding paperwork, and HR recordkeeping for new hires and terminations to ensure HR compliance requirements are met and documentation is properly maintained in a multistate environment.
• Support employee questions regarding benefits, policies, and HR processes.
• Maintain and update HR policies and employee handbook as needed.
• Assist hiring managers with staffing initiatives to reduce recruiting firms’ expenditures.
Performance Management, Manager Support & Organizational Change (15%)
Support managers in maintaining consistent performance management practices and lead
the people side of organizational initiatives.
Responsibilities:
• Continue to build, refine and administer GMS’s annual performance review process.
• Partner with managers to address performance challenges through coaching,
documentation, and corrective action guidance.
• Ensure HR practices are followed consistently to support consistent treatment of
employees.
• Communicate and implement organizational initiatives to ensure role clarity,
consistent HR practices, and employee/manager alignment.
Organizational Role and Compensation Clarity (5%)
Maintain clear and consistent role expectations across the organization.
Responsibilities:
• Partner with managers to create and maintain updated job descriptions aligned with
organizational structure and responsibilities across the organization.
• Facilitate discussions with managers to clarify roles, responsibilities, and
expectations when needed.
• Research and create compensation structures for non-sales employees.
Training Coordination & Employee Development (5%)
Support employee development through organized training coordination.
Responsibilities:
• Assist hiring managers with creating onboarding programs for new hires.
• Track employee training and certifications where applicable.
• Assist with organizing leadership, sales, and technical training initiatives.
What Success Looks Like (First 12–18 Months)
• HR operations continue to run efficiently and consistently across the organization.
• Core roles across the company have current and clearly documented job
descriptions.
• The annual performance review process continues to improve and operate
smoothly.
• Managers receive practical, trusted HR support when addressing employee matters.
• Employees have an accessible, trusted resource for HR support.
• Employee training coordination organized.
• Organizational initiatives are supported with clear communication and consistent
role expectations.
Required Experience and Education
• 5 years’ HR experience including experience
o as sole HR practitioner,
o providing performance management guidance to managers,
o working directly with benefit brokers,
o creating compensation structure,
o direct payroll processing, and
o in a fast-growing organization.
• Bachelor’s degree; focus of Human Resources, Business Administration, or similar
preferred
Key Attributes and Skills
• Ability to perform hands-on tactical duties at the same time as working with other
leaders on strategic growth of the organization
• Strong communicator and relationship builder
• Comfortable supporting managers across multiple locations
• Able to balance HR operations with process improvement
• Solutions-oriented and adaptable in a growing organization