Twin Disc, Incorporated

Human Resources Manager

Racine, WI, WI
Full Time
Mid Level

Human Resources Manager 

At Twin Disc, we power innovation!
As a global leader in power transmission technology, Twin Disc is committed to evolving our brand, advancing our product portfolio, and delivering world‑class solutions to our customers. Our success is driven by talented, forward‑thinking people, and we support a flexible, outcome‑focused work environment that enables collaboration across our distributed global workforce.

The Human Resources Manager plays a critical role in supporting Twin Disc’s precision manufacturing operations by leading and executing HR strategies that drive operational performance, workforce engagement, and regulatory compliance. This position partners closely with plant leadership to ensure HR, safety, and environmental (EHS) initiatives support the production of high-quality power transmission and propulsion solutions.

Operating as a hands-on leader within a dynamic shop floor environment, this role champions a safety-first culture, reinforces accountability, and strengthens organizational capability across both hourly and salaried teams.

Key Responsibilities

Human Resources Leadership

  • Lead full-cycle HR operations within a manufacturing plant, including skilled trades recruiting, onboarding, workforce planning, and performance management.
  • Serve as a strategic partner to plant leadership on labor planning, productivity improvement, and organizational effectiveness.
  • Ensure HR practices align with manufacturing demands, production schedules, and operational goals.
  • Drive employee engagement initiatives that support retention and a high-performance culture on the shop floor.

Employee Relations & Workforce Support

  • Actively support a large hourly workforce, addressing employee concerns, conducting investigations, and resolving workplace issues with fairness and consistency.
  • Partner with supervisors and frontline leaders to strengthen leadership effectiveness and accountability.
  • Promote a respectful, inclusive, and team-oriented manufacturing culture.

Safety, Health & Environmental (EHS) Leadership

  • Partner with operations and safety teams to reinforce a proactive, behavior-based safety culture in machining, assembly, and heavy manufacturing environments.
  • Ensure compliance with OSHA standards and internal safety protocols specific to industrial equipment, machining processes, and production operations.
  • Oversee workers’ compensation claims, return-to-work programs, and injury prevention initiatives.
  • Participate in incident investigations, root cause analysis, and corrective action implementation to reduce risk and downtime.
  • Support safety training programs tailored to manufacturing hazards (e.g., lockout/tagout, machine guarding, ergonomics, and PPE).
  • Monitor, track, and analyze safety metrics (TRIR, lost time, near misses) to drive continuous improvement.
  • Coordinate with environmental consultants on compliance related to manufacturing operations, including waste handling, emissions, and permitting.

Talent Acquisition & Development

  • Lead recruitment efforts for skilled manufacturing roles, including machinists, assemblers, technicians, and engineering talent.
  • Support workforce development initiatives, including apprenticeship programs, technical training, and upskilling.

Compliance & HR Operations

  • Ensure compliance with federal, state, and local employment laws, as well as industry-specific regulations affecting manufacturing operations.
  • Maintain accurate HR records, workforce analytics, and reporting to support decision-making.

Qualifications

Required

  • Bachelor’s degree in Human Resources, Business Administration, or related field
  • Minimum of 7 years of progressive HR experience, preferably within a manufacturing or industrial environment
  • Demonstrated experience supporting workplace safety programs and OSHA compliance in a production setting

Preferred

  • Professional HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP)
  • Experience in heavy manufacturing, machining, or industrial equipment environments
  • Familiarity with Lean manufacturing, continuous improvement, or Kaizen practices

Skills & Competencies

  • Strong leadership presence on the manufacturing floor
  • Excellent communication and coaching skills with frontline supervisors and operations leaders
  • Ability to balance employee advocacy with business and production needs
  • Data-driven decision-making using HR and safety metrics
  • Hands-on, proactive approach in a fast-paced industrial setting
  • Strong commitment to safety, quality, and operational excellence

Work Environment

  • Daily presence in a manufacturing facility with exposure to machining, assembly, and production operations
  • Frequent interaction with hourly employees, supervisors, and plant leadership
  • Occasional off-shift, weekend, or extended hours required to support production schedules, safety incidents, or operational needs

Why Twin Disc?
We offer a supportive and flexible workplace where your expertise truly matters. Our competitive Total Rewards package includes:

  • Flexible work schedule supporting work‑life balance
  • Competitive base salary and annual incentive plans
  • Comprehensive health, dental, and vision insurance
  • 401(k) with exceptional employer match
  • Generous paid time off with a holiday shutdown
  • Wellness Program participation
  • Employee Assistance Program (EAP) with robust resources
  • Opportunity to work with a diverse, high‑performing global team

Equal Opportunity Employer

Twin Disc is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration without regard to protected status.

Share

Apply for this position

Required*
We've received your resume. Click here to update it.
Attach resume or Paste resume
Attach resume as .pdf, .doc, .docx, .odt, .txt, or .rtf (limit 5MB) or Paste resume

Paste your resume here or Attach resume file

To comply with government Equal Employment Opportunity and/or Affirmative Action reporting regulations, we are requesting (but NOT requiring) that you enter this personal data. This information will not be used in connection with any employment decisions, and will be used solely as permitted by state and federal law. Your voluntary cooperation would be appreciated. Learn more.
Invitation for Job Applicants to Self-Identify as a U.S. Veteran
  • A “disabled veteran” is one of the following:
    • a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or
    • a person who was discharged or released from active duty because of a service-connected disability.
  • A “recently separated veteran” means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
  • An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
  • An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Veteran status


Voluntary Self-Identification of Disability
Voluntary Self-Identification of Disability Form CC-305
OMB Control Number 1250-0005
Expires 05/31/2026
Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Please check one of the boxes below:

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

You must enter your name and date
Human Check*