HR/EHS Manager

Role OverviewTitan Circuits is a rapidly scaling PCB assembly company serving commercial, aerospace, and defense customers. We are moving from start-up execution to disciplined scale. The HR Manager role is critical to that transition.
This position owns the entire people infrastructure for the site—compliance, systems, leadership enablement, workforce planning, and culture—while remaining practical, business-minded, and deeply connected to the manufacturing floor.
This is not a passive HR role. It requires ownership, judgment, and the ability to operate comfortably in a fast-moving manufacturing environment.
HR Infrastructure & ComplianceOwn and maintain a legally defensible HR foundation across federal and Arizona employment lawMaintain and continuously improve the employee handbook, policies, and procedures, aligned with AS9100 and customer audit expectationsEnsure compliance with EEO, ADA, FMLA, wage & hour, I-9/E-Verify, records retention, and required postingsIn coordination with finance, execute bi-weekly payroll and all related year-end tasksLead internal HR audit readiness and support external customer or regulatory auditsEmployee Relations & Performance ManagementServe as the primary escalation point for employee relations issues; manage investigations with judgment and discretionCoach managers on performance management, corrective action, documentation, and terminationsEnsure consistency, fairness, and legal defensibility in disciplinary decisionsBuild and maintain performance review and feedback processes and ensure complianceTalent Acquisition & Workforce PlanningOwn full-cycle recruiting for all roles within the organizationPartner with leadership on headcount planning, role clarity, and job architecture as the company scalesMaintain accurate

job description
s aligned to operational reality and compensation structureSupport succession planning for key operational and technical rolesCompensation, Benefits & HRISAdminister compensation structures, merit processes, and incentive programsManage benefits administration (medical, dental, vision, Simple IRA) and vendor relationships, benchmark benefits trends and make business case for improvements as Titan scalesOwn HRIS data integrity, reporting, and termination workflowsEnsure clean onboarding and offboarding processes with zero compliance gapsSafety / OSHA ResponsibilitiesSupport development, maintenance, and periodic review of company workplace safety policies, procedures, and OSHA-related programs.
Help ensure required OSHA postings, records, logs, and documentation are maintained and current, including OSHA 300/301/300A requirements where applicable.
Coordinate reporting, documentation, and follow-up for workplace injuries, near misses, safety incidents, and workers’ compensation matters.
Assist with incident investigations, root-cause review, corrective actions, and documentation.
Conduct or coordinate routine workplace safety inspections and identify potential hazards requiring corrective action.
Track open safety action items and follow up with department leaders to ensure timely closure.
Coordinate required employee safety training, including new-hire safety orientation, refresher training, and role-specific training as applicable.
Support compliance programs related to Hazard Communication, PPE, emergency action plans, fire safety, ergonomics, lockout/tagout, and other applicable OSHA requirements.
Maintain training records, safety inspection records, SDS documentation, and other required safety records.
Partner with Operations, Production, Quality, Facilities, and leadership to promote safe work practices throughout the facility.
Assist management in evaluating safety concerns associated with new equipment, processes, chemicals, or facility changes.
Serve as a point of contact for routine OSHA/safety compliance questions and coordinate with outside safety consultants or legal counsel when specialized expertise is required.
Help prepare the company for OSHA inspections and support management during any regulatory inspection, response, or corrective-action process.
Monitor safety trends, injuries, near misses, and recurring hazards and provide periodic updates and recommendations to leadership.
Promote a culture where employees are encouraged to report unsafe conditions, injuries, and near misses without fear of retaliation.
Leadership Support & CultureAct as a trusted advisor to the CEO and leadership team on people decisionsTranslate business strategy into people practices that support speed, accountability, and qualityReinforce a culture of ownership, discipline, and continuous improvementCritical Knowledge RequirementsThis role requires real manufacturing HR experience.
Strong working knowledge of Arizona and federal employment lawIn-depth experience with HRIS and payroll administration. Preferably Paycom.
Hands-on experience supporting non-exempt manufacturing workforcesFamiliarity with AS9100 and ISO-driven environments and audit expectationsUnderstandin