Human Resources Manager

About Flexicare

Flexicare is a global medical device company operating in more than 110 countries worldwide. We design, manufacture, and distribute innovative products serving the anaesthesia, respiratory, and critical care markets.

Our commitment to quality, innovation, and customer service is matched by our commitment to creating an engaging workplace where employees are empowered to contribute, grow, and succeed.

Position Summary

Flexicare is seeking an experienced and strategic Human Resources Manager to lead all aspects of Human Resources across our United States operations.

As the senior HR leader for the US business, this role is responsible for driving people strategies that support organizational growth, employee engagement, talent development, operational excellence, and compliance with federal, state, and local employment laws.

The successful candidate will serve as a trusted business partner to the leadership team while providing hands-on leadership across employee relations, talent acquisition, compensation and benefits, payroll oversight, performance management, compliance, organizational development, and workforce planning.

This position is ideal for an HR professional who thrives in a dynamic environment and enjoys balancing strategic leadership with operational execution.

Position: Full-time, salaried, exempt.

Main Duties

Essential Functions & Responsibilities

HR Leadership & Business Partnership

• Serve as the primary HR advisor to US leadership across all people-related matters.
• Partner with business leaders to develop and execute people strategies that align with business objectives.
• Work closely with vendors for payroll, benefits, HRIS and other partners to ensure objectives are being met and delivered appropriately.
• Act as a strategic thought partner on organizational effectiveness, workforce planning, talent development, and employee engagement.
• Collaborate closely with the Global People Director to ensure alignment with global people initiatives and priorities.
• Promote a culture of accountability, performance, inclusion, and continuous improvement.

Employee Relations & Employment Compliance

• Lead and manage employee relations matters including investigations, corrective action, performance management, conflict resolution, workplace accommodations, and policy interpretation.
• Provide practical and legally compliant guidance to managers on employment-related matters.
• Ensure compliance with all applicable federal, state, and local employment laws, including:
• FLSA
• FMLA
• ADA
• EEOC regulations
• Title VII
• OSHA requirements
• California employment regulations
• Manage unemployment claims, workers' compensation matters, and related employment issues.
• Maintain and update employee handbooks, policies, and HR procedures.

Talent Acquisition & Workforce Planning

• Lead full-cycle recruitment activities for salaried, hourly, technical, manufacturing, and commercial positions.
• Partner with leaders to identify staffing needs and develop recruiting strategies.
• Enhance employer branding initiatives to attract top talent.
• Oversee onboarding programs that support employee engagement and retention.
• Develop succession plans and talent pipelines for critical positions.

Performance Management & Talent Development

• Lead annual performance review processes and performance management initiatives.
• Coach managers on employee development, performance conversations, and leadership effectiveness.
• Identify organizational capability gaps and implement learning and development solutions.
• Support leadership development and succession planning efforts.
• Drive employee engagement initiatives and action planning activities.

Compensation, Benefits & Payroll

• Partner with leadership to administer competitive compensation programs and salary benchmarking initiatives.
• Oversee payroll administration and ensure compliance with wage and hour regulations.
• Facilitate the onboarding, employee life cycle and offboarding process in HRIS systems
• Manage employee benefit programs, vendor relationships, and annual open enrollment activities.
• Provide guidance regarding compensation decisions, incentive plans, and reward programs.
• Support benefit program evaluation and continuous improvement.

HR Operations & Analytics

• Ensure accurate employee records and data integrity within HR systems.
• Manage HRIS processes and reporting, including Paylocity administration.
• Develop and monitor key HR metrics, including:
• Turnover
• Retention
• Time-to-fill
• Employee engagement
• Absenteeism
• Headcount
• Diversity metrics
• Utilize workforce data and analytics to support business decision-making.
• Identify opportunities to improve HR processes, systems, and employee experience.

Note: In addition to these functions, employees are required to carry out such other duties as may reasonably be required.