HR Manager - Components

At Forte Opening Solutions, we don't just manufacture doors; we create pathways to possibilities. We empower our employees to shape the future of our industry. Join a team where craftsmanship meets cutting-edge technology, and where your ideas can open new doors. Together, we build not just products, but a culture of excellence and collaboration. 

Primary Function:

The Human Resources Manager provides strategic and hands-on HR leadership for the Components Business Unit, overseeing multiple manufacturing and support locations in Marshfield, WI; Thorp, WI; Birchwood, WI; and Westminster, CO. Partnering closely with the General Manager and the business unit leadership team, this role aligns people strategies with operational objectives while managing day-to-day HR operations in a fast-paced environment.

This position provides comprehensive HR support across all employee groups - including operations, sales, and customer service - with a primary focus on driving operational excellence and cohesive organizational culture across the business unit. A critical component of this role is the management of labor relations and contract administration for two unionized facilities in Marshfield, WI.

Reporting to the VP of Human Resources and based in Marshfield, WI the HR Manager currently leads one direct report in Thorp, WI. This role collaborates extensively with the broader Forte Opening Solutions HR team, including Total Rewards and Talent Acquisition, to ensure corporate alignment while delivering tailored solutions for local business needs. Frequent travel to the Birchwood and Thorp sites is required.

Key Accountabilities:

Strategic Partnership & Business Support (25%)

• Serve as a trusted HR business partner to the General Manager and leadership team for the Components business unit.
• Align HR strategy with operational, commercial, and customer service objectives across a multi-site manufacturing footprint.
• Provide counsel on workforce planning, organizational design, employee engagement, performance management, and change management.
• Act as the primary liaison between business-unit leadership and corporate HR partners to ensure consistency and scalability of HR programs.

Talent Acquisition & Workforce Planning (25%)

• Partner with plant and business leaders to forecast labor needs and develop proactive recruitment strategies.
• Partner with Talent Acquisition partners to support salaried hiring, ensuring effective candidate selection and seamless onboarding plans
• Own and execute all hourly recruitment activities to meet production and service demands.
• Manage recruiting lifecycle activities including job postings, interviews, hiring decisions, onboarding, and orientation.
• Build relationships with local labor markets, staffing agencies, and community resources.
• Develop and implement retention strategies and conduct exit interviews to identify trends and improvement opportunities.

Employee Relations, Compliance & Policy Management (20%)

• Serve as the primary point of contact for employee relations matters, investigations, and conflict resolution.
• Serve as the primary HR partner to the UBCJ (for the Mineral Core plant) and USW unions, fostering collaborative labor-management relationships and ensuring consistent interpretation and administration of collective bargaining agreements.
• Coach leaders on performance management, discipline, attendance, and consistent policy application.
• Ensure compliance with federal, state, and local employment laws across all supported locations.
• Develop, revise, and communicate HR policies and procedures, ensuring clarity, documentation, and consistency.
• Maintain high ethical standards, discretion, and confidentiality while building trust with leaders and employees.

Leadership Development & Organizational Effectiveness (15%)

• Coach and develop leaders to improve communication, engagement, accountability, and team effectiveness.
• Support organizational change initiatives and continuous improvement efforts.
• Train leaders on goal setting, performance feedback, and employee development.
• Reinforce company values and promote a motivated, inclusive, and high-performance culture.

HR Operations & Team Development (15%)

• Partner with HR Operations and Total Rewards teams to support benefits administration, leave management, payroll coordination, and HR systems processes.
• Ensure accurate data, timely reporting, and effective communication between local leadership and corporate HR partners.
• Support enterprise HR initiatives such as performance management cycles, engagement surveys, compliance training, and leadership development programs.
• Manage day-to-day HR operations including onboarding, employee inquiries, and policy guidance.
• Establish scalable HR processes and infrastructure to support business growth.
• Prepare to hire, develop, and lead HR direct reports as the organization evolves.
• Participate in special projects, cross-functional, and cross-business unit initiatives as needed.

Education and Certifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.
• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.

Technical Knowledge, Skills, or Experience:

Required:

• Minimum of 5 years of progressive Human Resources experience in a manufacturing environment.
• Significant experience supporting unionized workforces, including collective bargaining agreement interpretation and administration, labor-management relations, grievance resolution, and participation in contract negotiations.
• Experience supporting hourly and salaried employee populations.
• Strong employee relations, compliance, and recruitment experience.
• Proven ability to balance strategic partnership with hands-on execution.
• Ability to operate effectively as an individual contributor while preparing to lead a team.
• Excellent communication, presentation, and interpersonal skills.
• Proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook) and HRIS platforms (we currently use Paycom).

Preferred:

• Multi-site HR leadership experience.
• Experience working within a matrixed HR organization partnering with corporate or shared-services HR teams.
• Prior experience partnering closely with a General Manager or senior operational leaders.