HR Manager

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 USA Wood Door (Quickship Business Unit), supporting multiple locations including Thorofare, NJ; Howell, MI; and Arlington, TX. This role partners closely with the General Manager and leadership team to align people strategies with business objectives while managing day-to-day human resources operations in a fast-paced manufacturing environment.

The Human Resources Manager will initially operate as an individual contributor, with the expectation of building and leading a team as the business grows. This role supports all employee groups across operations, sales, and customer service, and ensures consistent application of HR policies, practices, and values across the business unit. This position works closely with the broader Forte Opening Solutions Human Resources team - including HR Total Rewards and Talent Acquisition - to ensure company-wide alignment while meeting local business unit needs.

This position reports directly to the VP of Human Resources, Forte Opening Solutions, with a dashed line to the VP & GM of Quickship, and is based in Arlington, TX.

Key Accountabilities:

Strategic Partnership & Business Support (25%)

• Serve as a trusted HR business partner to the General Manager and leadership team for the USA Wood Door (Quickship) 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.
• Support merger and acquisition activities, including integration planning, communication, and alignment of HR processes and culture.
• 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.
• 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.