Human Resource Risk Manager Jobs (NOW HIRING)

Cooler By Design” – Chart’s core business is centered around the design and fabrication of cryogenic equipment; so you can see where we get our tagline from, right? Well, yes and no – see, we think the products we design and build are pretty cool too. Also, we’re problem solvers. Customers don’t come to Chart with an equipment specification, they come to Chart with a challenge. That’s where you come in, because someone has to figure it out – all the way from conceptual design to installation and commissioning of equipment on-site. Chart’s mission is to provide full solutions across the Nexus of Clean™ – clean power, clean water, clean food, and clean industrials. The diverse applications we service echo our commitment to sustainability – from providing full hydrogen solutions across the value chain, offering small and industrial scale carbon capture solutions to customers globally, creating water treatment systems responsible for treating 4.5 billion gallons of water per day in the U.S. and delivering clean water to over a billion people worldwide, providing equipment and solutions for mission critical space launches, decarbonizing the marine industry, and electrifying the mining space. Chart even contributes to the food and beverage industry by making some of your favorite carbonated beverages possible – If nitro coffee or nitro ice cream is your thing – well, that’s Chart technology too (and it’s also cool)!

The HR Manager serves as a strategic partner to leadership, ensuring the effective execution and oversight of all human resources functions. This role requires strong leadership, decision-making, and the ability to delegate responsibilities while maintaining accountability for outcomes.

• Compliance & Risk Management: Ensure adherence to all federal, state, and local employment laws and regulations. Develop and maintain policies and procedures that meet legal requirements and mitigate organizational risk.
• Talent Acquisition & Workforce Planning: Lead recruitment strategies to attract top talent. Oversee the full cycle hiring process, including interviews, assessments, and selection, while delegating operational tasks to HR team members.
• Onboarding & Employee Experience: Design and implement comprehensive onboarding programs that promote engagement and alignment with company culture and goals.
• HR Data & Reporting: Maintain accurate records of employee data, benefits participation, and personnel transactions. Ensure timely and accurate reporting for compliance and strategic decision-making.
• Training & Development: Develop and coordinate management and employee training programs in areas such as leadership, compliance, performance management, and workplace safety. Delegate facilitation as appropriate.
• Employee Relations & Conflict Resolution: Serve as a trusted advisor to management on employee relations issues. Implement proactive strategies to maintain a positive work environment and resolve conflicts effectively.
• Performance & Compensation Management: Administer and oversee performance review and salary administration programs to ensure fairness, consistency, and alignment with organizational objectives.
• Benefits Administration: Manage employee benefits programs, including health, dental, disability, retirement plans, and leave policies. Negotiate with vendors and ensure cost-effective solutions.
• Safety & Incident Management: Investigate workplace incidents, ensure compliance with safety regulations, and prepare reports for insurance and regulatory bodies.
• Market Analysis & Budgeting: Conduct wage and compensation surveys to maintain competitive pay structures. Prepare and manage HR department budgets.
• Separation & Retention Strategies: Oversee exit processes, including interviews and documentation. Analyze trends to recommend strategies for reducing turnover and improving retention.
• Vendor & Service Management: Negotiate and manage contracts with external service providers for employee programs such as relocation, transportation, and wellness initiatives.
• Leadership & Delegation: Build and lead a high-performing HR team. Delegate responsibilities effectively while maintaining oversight and accountability for results.
• Other Duties as Assigned: Adapt to evolving organizational needs and take on additional responsibilities as required.

• Bachelor’s degree in human resources, Business Administration, or related field preferred.
• Minimum 7–10 years of progressive HR experience, including leadership roles.
• Proven track record in strategic HR management and team leadership.

*Master's degree (M. A.) or equivalent; or four to ten years related experience and/or training; or equivalent combination of education and experience

• Medical, Dental, Vision coverage
• Employee Assistance Program
• Short and Long-Term Disability
• Life Insurance
• 401k Plan