Human Resources Manager
Trexon · AZ, Chandler · C.E. Precision Assemblies · Qualastat
Human Resources Manager, CEPA and Qualastat
FLSA STATUS: Exempt
DEPARTMENT: Human Resources
SUPERVISOR: HR Director, dotted line to General Manager
DIRECT REPORTS: None.
Position Summary
The Human Resources Manager serves as CEPA & Qualastat’s on-site operational owner responsible for overseeing the day-to-day execution of the HR function for its three locations (two in Chandler, AZ and one in Gettysburg, PA). Serving as the primary operational partner, this position translates strategic priorities into effective operational execution by leading HR operations, implementing organizational initiatives, and ensuring a consistent, compliant, and high-quality employee experience that supports continued growth.
This role is well suited for a highly analytical, intellectually curious, execution-oriented, and people-centered HR professional who enjoys building processes, solving complex operational challenges, and transforming ideas into action within an evolving organization where priorities shift quickly and adaptability is essential. The HR Manager is a service-oriented leader who combines operational excellence with an approachable, empathetic, and collaborative style, building trusted relationships across the organization while anticipating and balancing the needs of employees, managers, and the business. Combining sound business judgment with exceptional organizational and project management skills, and a collaborative partnership style, this position leads complex initiatives, develops workforce intelligence, and delivers practical solutions that improve organizational effectiveness and business performance.
Serving as a highly visible, accessible, and trusted HR business partner, this position proactively develops relationships with employees, managers, and leaders across a diverse manufacturing workforce, anticipating needs and addressing challenges before they escalate. The HR Manager owns the day-to-day execution of the employee lifecycle and HR operations, leading employee relations, talent acquisition, total rewards, leave administration, workforce analytics, organizational integration, and continuous improvement initiatives that support CEPA & Qualastat’s ongoing growth and operational excellence. Balancing the facets of HR with genuine care for people, this position creates an environment where employees feel supported, managers are empowered and equipped to lead effectively, and organizational priorities are executed with consistency, empathy, and accountability.
Minimum Qualifications
This is an on-site, not remote, position requiring reporting to two Chandler, Arizona locations (currently across a parking lot from each other and will eventually be consolidated under one roof) and quarterly travel to Qualastat’s Gettysburg, Pennsylvania location. This role supports two separate businesses.
Education: Bachelor’s degree. Demonstrated ongoing education and certifications desirable.
Experience: Five (5) years of experience in a dedicated human resources function, in a manufacturing or value-added distributor organization – at least three (3) of which have been in a manager or business partner role.
Knowledge: Working knowledge of HRIS system administration, benefits, talent acquisition (recruitment and onboarding), employee relations, compensation, performance management, and promoting/developing company culture. Demonstrated ability to improve processes, diagnose problems, and navigate complex interpersonal issues towards resolution. Must have working knowledge of Arizona state labor and wage/hour laws. Training will be provided on internal CEPA/Qualastat/Trexon processes and systems, as required for this position.
Skills: Must be detail-oriented, responsive, accessible, self-motivated, hands-on as needed (i.e. “roll up your sleeves”) and able to work well with diverse internal team members and external points of contact. Must demonstrate strong communication skills, with the ability to present ideas and recommend appropriate courses of action. Must be able to influence, negotiate with, and motivate behavior without a direct reporting structure. Must have demonstrated success in positions that require professionalism in supporting and working alongside a diverse group of established and new team members. Must have demonstrated success managing multiple projects and priorities simultaneously; creating company-wide communication; and practicing sound judgment as it relates to matters of significance and confidentiality.
Travel Requirements: 10% travel can be anticipated, with additional travel as business needs require.
Job Responsibilities
Human Resources Leadership & Operations
- Lead the day-to-day operation of the HR function for CEPA & Qualastat, owning the operational execution of HR programs and ensuring responsive, consistent, compliant, and high-quality HR services across the three sites.
- Manage day-to-day operations, exercise sound judgment, resolve operational issues, and ensure matters are handled at the appropriate level while elevating issues requiring HQ review or strategic direction.
- Exercise a high degree of initiative and intellectual curiosity by proactively identifying organizational challenges, developing scalable HR solutions, driving operational excellence, improving execution, and ensuring initiatives deliver measurable business value with minimal direction.
- Action on operational HR plans/initiatives and lead various implementations while ensuring successful execution and measurable results.
- Serve as the primary HR business partner to people leaders and employees, providing practical guidance on employment practices, company policies, employee relations, and workplace matters.
- Administer and continuously improve HR policies, procedures, workflows, standard operating procedures, programs, tools, templates, manager resources, and implementation materials that promote operational excellence and scalability.
- Roll out multiple HR initiatives simultaneously coordinating stakeholders, monitoring progress, removing barriers, resolving implementation challenges, and ensuring successful execution.
Employee Relations & Manager Partnership
- Serve as the primary resource for employee relations matters, providing objective, practical, and solutions-oriented guidance to managers and employees.
- Conduct fair, thorough, and confidential investigations involving employee concerns, workplace complaints, policy violations, and other employment matters.
- Build trusted relationships throughout the organization by maintaining a visible, approachable, and accessible presence within the workforce, anticipating employee and manager needs, and proactively addressing concerns before they escalate.
- Coach managers on employee performance, documentation, corrective action, conflict resolution, organizational effectiveness, and leadership best practices.
- Recommend and support appropriate corrective and disciplinary actions, including performance improvement plans, written warnings, suspensions, and terminations.
- Facilitate employee counseling meetings, conflict resolution, and other workplace discussions to foster positive employee relations.
- Administer the organization’s performance management process, including goal setting, performance evaluations, coaching, and development planning.
- Analyze employee relations trends, turnover, absenteeism, corrective actions, and performance data to identify root causes and recommend proactive solutions.
- Design language/messaging and support discussions around performance improvement opportunities, including but not limited to documented warnings, performance improvement plans, suspensions, and terminations.
- Promote consistent interpretation and application of HR policies, employment practices, and organizational standards throughout the company.
Talent Acquisition & Workforce Administration