Human Resources Manager

About Company:

Odessa Separator is a West Texas–based manufacturing company proudly serving the oil and gas industry with high-quality separation equipment and solutions. Built on hard work, craftsmanship, and integrity, we specialize in designing and manufacturing reliable products that help our customers operate safely, efficiently, and confidently in demanding environments.

But what truly sets Odessa Separator apart is our people.

We believe great companies are built by teams who take pride in their work, look out for one another, and show up every day committed to doing things the right way. Safety, accountability, and respect are not just words here. They guide how we work, how we lead, and how we treat one another.

At Odessa Separator, you’ll find a hands-on, team-oriented environment where contributions matter and effort is recognized. We value continuous improvement, personal growth, and taking ownership of the work we do. Whether you are on the shop floor, in the yard, or supporting operations behind the scenes, your role plays a direct part in our success.

We are proud to be part of the Permian Basin community and are committed to providing stable careers, competitive benefits, and opportunities for long-term growth.

If you’re looking for more than just a job and want to be part of a team that values craftsmanship, safety, and people, we invite you to explore opportunities with Odessa Separator.

About the Role:

The Human Resources Manager in the manufacturing industry plays a pivotal role in shaping and maintaining a productive, compliant, and positive workplace environment. This position is responsible for overseeing all HR functions, including recruitment, employee relations, benefits administration, and compliance with labor laws and affirmative action policies. The manager ensures that HR operations align with the company’s strategic goals while fostering a culture of fairness, respect, and continuous improvement. By effectively managing human resources policies and procedures, the role supports both employee satisfaction and organizational efficiency. Ultimately, the Human Resources Manager acts as a trusted advisor to leadership and employees, driving initiatives that enhance workforce engagement and operational success.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Minimum of 5 years of progressive experience in human resources management, preferably within the manufacturing sector.
• Strong knowledge of employment law, labor laws, and affirmative action requirements applicable in the United States.
• Proven experience in benefits administration and employee relations.
• Excellent communication, organizational, and leadership skills.

Preferred Qualifications:

• Professional HR certification such as SHRM-CP, SHRM-SCP, or PHR.
• Experience working with HR information systems (HRIS) and data analytics.
• Familiarity with unionized work environments and collective bargaining agreements.
• Advanced knowledge of manufacturing industry-specific HR challenges and best practices.
• Demonstrated success in change management and organizational development initiatives.

Responsibilities:

• Develop, implement, and monitor affirmative action plans to ensure compliance with federal and state regulations.
• Manage benefits administration, including health insurance, retirement plans, and other employee programs to optimize employee satisfaction and retention.
• Serve as an HR generalist by handling recruitment, onboarding, training, and performance management processes.
• Address and resolve employee relations issues promptly and fairly, fostering a positive work environment.
• Ensure compliance with employment laws and labor regulations, updating policies and procedures as necessary.
• Oversee day-to-day HR operations, including record-keeping, reporting, and HR information systems management.
• Collaborate with management to develop and enforce human resources policies that support organizational goals and legal requirements.

Skills:

The required skills such as affirmative action, benefits administration, and employment law are applied daily to ensure the company remains compliant with all legal requirements and promotes equitable workplace practices. HR generalist skills enable the manager to handle a wide range of employee lifecycle activities, from hiring to performance management, ensuring smooth HR operations. Employee relations expertise is critical for resolving conflicts and maintaining a positive work environment, which directly impacts productivity and morale. Knowledge of labor laws and human resources policies guides the development and enforcement of procedures that protect both employees and the organization. Preferred skills like HRIS proficiency and experience with union environments enhance the manager’s ability to analyze data, streamline processes, and navigate complex labor relations effectively.