Human Resources Manager

Paragon Medical, a business of AMETEK, is a trusted partner in medical device manufacturing, offering end-to-end solutions from concept to final production. With expertise across various applications, we deliver high-precision components and complete products tailored to exceed customer expectations.

Job Summary

The Human Resources Manager serves as a strategic business partner to leaders across Paragon Medical's Orthopedics Business Unit, ensuring the organization has the talent, leadership capability, and culture necessary to achieve operational and business objectives. This role leads people operations across multiple manufacturing sites, partnering closely with site leadership teams to drive workforce effectiveness, improve retention, accelerate hiring outcomes, strengthen employee engagement, and build robust succession pipelines.

Duties and Responsibilities

Partner with Business Unit and site leaders to develop and execute HR strategies that support operational objectives, business growth, and workforce stability.

Act as a trusted advisor providing coaching and guidance on organizational design, leadership effectiveness, employee relations, workforce planning, and talent decisions.

Utilize business and workforce metrics to identify trends, risks, and opportunities and translate insights into actionable people strategies.

Lead recruiting strategies across multiple locations to ensure timely and effective filling of critical positions.

Partner with hiring managers to forecast workforce needs and build proactive talent pipelines.

Develop innovative sourcing and employer branding strategies that improve candidate quality and reduce time-to-fill.

Monitor recruiting metrics and continuously improve hiring processes, while driving onboarding effectiveness to improve new hire integration, engagement, and retention.

Analyze turnover, attendance, engagement, and productivity data to identify root causes and implement sustainable solutions.

Facilitate performance management processes.

Lead succession planning initiatives for key operational, technical, and leadership positions.

Provide guidance and coaching to managers on employee relations matters while ensuring legal compliance and consistent application of policies.

Conduct investigations and support resolution of complex workplace issues.

Lead organizational development initiatives that improve workforce capability and business performance.

Monitor and report key workforce metrics including turnover, vacancy rates, time-to-fill, engagement, and succession readiness.

Translate workforce data into recommendations and action plans for business leaders.

Ensure compliance with employment laws and company policies.

Provides support for all FMLA, ADA, and all applicable leave management programs with third-party vendors.

Provides administrative support and maintains personnel, benefits and training records to meet governmental regulations and audit standards.

Provides support for all benefit programs including, but not limited to, employee communications, answering questions, resolving issues, monitoring/approving new hire enrollments and qualifying life event enrollments.

Responsible for assisting with updates to HRIS system, as needed, for new hires, employee changes, uploading documents, etc.

Demonstrated ability and willingness to use AI tools to improve productivity, decision-making, work quality, and to reduce costs. The successful candidate must be able to identify appropriate AI use cases and critically evaluate AI-generated outputs

Required

Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field.

Minimum of 5 years of progressive Human Resources experience.

Ability to travel regularly between Business Unit locations.

Preferred

SPHR, PHR, SHRM-CP, or SHRM-SCP certification.

Multi-site manufacturing HR experience.

Experience supporting medical device or highly regulated manufacturing environments.

Experience supporting manufacturing, operations, or industrial environments.

Strong knowledge of employee relations, performance management, talent development, and employment law.

Proven experience utilizing workforce metrics and analytics.

Excellent communication, coaching, and interpersonal skills.