Human Resources Manager Jobs in New Jersey

Title: HR Manager (Recruiting, Learning & Development, Culture & Social Compliance, HR Analytics)
Reports to: Director of HR & GA
Department: Human Resources

Responsibility Summary:

The HR Manager leads people-centered HR functions including Recruiting, Learning & Development (L&D), Organizational Culture & Engagement, Social Audit Readiness, and HR Analytics. This role takes ownership of designing and executing employee-facing programs, talent development initiatives, and compliance-driven operations — while overseeing day-to-day recruiting execution and collaborating closely with Payroll and HR Operations. A key focus of this role is building EWL's internal Talent Development Platform from the ground up: envisioning the framework, driving adoption, and measuring impact. The HR Manager also plays a critical role in the upcoming HR System Implementation — leading testing, UAT coordination, and functional verification to ensure a smooth rollout. This is a hands-on leadership role requiring high visibility, strong interpersonal skills, and the ability to translate strategy into practical, measurable HR outcomes.

Responsibilities:

The HR Manager is responsible for supporting the company's business events through a variety of tasks, including:

Recruiting (Supervisory Leadership)

- Oversee full-cycle recruiting operations, with day-to-day execution supported by the recruiting team
- Partner with hiring managers to define role requirements, set timelines, and ensure a consistent candidate experience
- Maintain compliant, well-documented hiring processes ready for internal and external review
- Continuously improve recruiting workflows, templates, and sourcing strategies
- Monitor recruiting KPIs and provide guidance and coaching to the recruiting team member(s)

Talent Development Platform (New Initiative — High Priority)

- Conceptualize, design, and launch EWL's internal Talent Development Platform
- Define the framework: career pathways, skill gap analysis, individual development plans (IDPs), and growth milestones
- Partner with department heads to align talent development goals with business priorities
- Drive platform adoption through internal communication, manager enablement, and employee engagement
- Track participation, progress, and outcomes; continuously refine the platform based on data and feedback

Learning & Development (L&D)

- Design and lead internal learning programs, including:
- AI Representative Program (4–6 weeks online learning + application project)
- Required trainings (Safety, Quality, Compliance, Digital Literacy)
- Promote active participation and high completion rates across all training initiatives
- Maintain training records that meet internal and external audit standards
- Explore and integrate emerging learning tools and digital platforms

HR System Implementation — Testing & Verification

- Serve as an active HR stakeholder in the upcoming HRIS implementation project
- Lead or coordinate User Acceptance Testing (UAT) for HR-related modules
- Verify that system functionality aligns with HR workflows, compliance requirements, and reporting needs
- Document test cases, findings, and sign-off approvals
- Partner with HR Ops, IT, and the HR Director to ensure a seamless go-live

Organizational Culture & Engagement

- Lead employee engagement initiatives, internal campaigns, and recognition programs
- Plan and execute company events and culture-building activities
- Strengthen cross-departmental communication and collaboration
- Serve as a visible, approachable HR presence across the organization

Social Audit Readiness & Compliance

- Ensure HR operations are audit-ready at all times
- Support and coordinate social audits (e.g., SMETA, QIMA, customer audits)
- Prepare and maintain HR audit documentation: employee records, training logs, working hours, policies
- Partner with the HR Director on audit responses and corrective action plans (CAPA)
- Drive sustainable corrective actions and ongoing compliance improvements

HR Process Collaboration & KPI Contribution

- Collaborate with the HR Director on efficiency and continuous improvement initiatives
- Work closely with Payroll and HR Operations team members
- Serve as first-level payroll approver (Manager), prior to Director final approval
- Support HR digital operations using ADP, SharePoint, and Groupware
- Contribute to HR KPI achievement across engagement, training, compliance, and efficiency

Required Qualifications:

- Bachelor's degree in Human Resources, Business, or related field
- 6+ years of progressive HR experience
- Hands-on experience in L&D program design, culture initiatives, or talent development
- Experience supporting social audits or labor/compliance reviews (e.g., SMETA, QIMA)
- Strong interpersonal, communication, and facilitation skills
- Demonstrated ability to build and execute HR programs from concept to completion
- Experience leading or supervising HR team members
- Proficient in English and Korean

Preferred Qualifications:

- Experience designing or launching an internal talent development or career growth framework
- Involvement in HRIS implementation, UAT, or system migration projects
- HR Manager or Senior HR Generalist background
- Manufacturing, cosmetics, or quality-driven industry experience
- Familiarity with ADP Workforce Now or similar HRIS platforms
- Proficiency in Spanish (strongly preferred)
- Outgoing, people-oriented personality suited for culture and engagement leadership

Preferred Certifications (Nice To Have)

HR & People Management
- SHRM-CP, SHRM-SCP, PHR, or SPHR (HRCI)
- CIPD Level 5 or above

Social Compliance & Audit
- SMETA / Sedex Auditor Training or equivalent
- SA8000 Internal Auditor
- ISO 45001 or ISO 14001 Internal Auditor

Learning & Development / Digital HR
- ATD (APTD or CPLP)
- Learning & Development or Instructional Design Certificate
- ADP Workforce Now Certification or equivalent HRIS certification
- Equivalent hands-on experience may be considered in lieu of formal certifications.

Key Competencies

- Strategic thinking with hands-on execution capability
- Strong communication, influence, and facilitation
- High visibility and genuine approachability
- Program and platform building from the ground up
- Ownership, accountability, and follow-through
- Compliance and process-oriented mindset
- Data-driven approach to HR decisions

Success Indicators

- Smooth oversight of recruiting with strong team performance and hiring quality
- Successful launch and adoption of EWL's Talent Development Platform
- High training participation and completion rates across the organization
- Successful HR system implementation with clean UAT sign-off
- Social audit outcomes with minimal or no HR-related findings
- Positive employee engagement and culture feedback
- Measurable contribution to HR KPI achievement

Why This Role Matters

This is a role for someone who wants to build — not just maintain. You'll have the opportunity to shape how EWL develops its people, modernizes its HR systems, and strengthens its culture. You'll lead meaningful programs, drive real outcomes, and grow alongside a team that values both compliance and people.

Pay Range:

- Pay Range: $75,000 to $110,000 per year

Benefits:

- Medical, Dental, Vision
- Life/AD&D Insurance
- PTO + Special Paid Leave for personal events
- Company Paid Holidays
- 401(k) with employer match
- Year-End Gift