Highlights
This role handles complex and sensitive HR matters, leads investigations, and shapes programs that strengthen culture, leadership capability, and operational effectiveness. Provide ongoing coaching to managers and supervisors to strengthen leadership effectiveness and elevate the employee experience across the site.
Numbers & Facts
| Location | Pensacola, FL |
| Job Type | Full-time |
| Industry | Construction |
| Company Size | 1,500 to 1,999 employees |
| Year Founded | 1921 |
| Website | http://www.overheaddoor.com |
Description
The Human Resources Representative III serves as a strategic HR partner to leaders, providing guidance on employee relations, performance management, and workplace risk. This role handles complex and sensitive HR matters, leads investigations, and shapes programs that strengthen culture, leadership capability, and operational effectiveness.
Leadership Coaching & Performance Management
Safety, Compliance & Incident Investigation
Onboarding Strategy & Workforce Integration
HR Advisory & Organizational Effectiveness
Leadership Coaching & Performance Management
Safety, Compliance & Incident Investigation
Onboarding Strategy & Workforce Integration
HR Advisory & Organizational Effectiveness
- Bachelor's degree in HR, Business, Psychology, or related field (Master's preferred)
- 5-7+ years of HR experience with significant focus on employee relations and investigations
- Strong working knowledge of employment law and regulatory compliance
- HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) strongly preferred
- Demonstrated experience advising leaders on complex people issues
- Strong judgment, conflict resolution, and problem-solving skills
- Ability to balance employee advocacy with business and risk considerations
- Proven ability to analyze data and influence decisions at the leadership level
- Bachelor's degree in HR, Business, Psychology, or related field (Master's preferred)
- 5-7+ years of HR experience with significant focus on employee relations and investigations
- Strong working knowledge of employment law and regulatory compliance
- HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) strongly preferred
- Demonstrated experience advising leaders on complex people issues
- Strong judgment, conflict resolution, and problem-solving skills
- Ability to balance employee advocacy with business and risk considerations
- Proven ability to analyze data and influence decisions at the leadership level
- Lead complex employee relations cases, including investigations, conflict resolution, and policy interpretation
- Conduct end-to-end investigations (intake, interviews, analysis, and recommendations)
- Assess risk and escalate issues appropriately to senior HR or Legal
- Ensure consistent application of policies across the organization
Leadership Coaching & Performance Management
- Coach managers on performance management, corrective action, and employee development
- Lead calibration processes and support talent development discussions
- Build leader capability in coaching, feedback, and accountability
- Provide ongoing coaching to managers and supervisors to strengthen leadership effectiveness and elevate the employee experience across the site
Safety, Compliance & Incident Investigation
- Partner with Safety and Operations to lead workplace incident investigations
- Identify root causes, recommend corrective actions, and mitigate future risk
- Ensure alignment with OSHA and company safety standards
- Support integration of HR and safety practices in a manufacturing environment
Onboarding Strategy & Workforce Integration
- Design and lead onboarding programs that improve retention and engagement
- Implement structured 30-, 60-, and 90-day onboarding checkpoints and refine the process based on feedback
- Partner with leaders to ensure onboarding readiness and effective team integration
- Lead employee engagement surveys, analyze feedback trends, and partner with site leadership on action plans that strengthen engagement and retention
HR Advisory & Organizational Effectiveness
- Provide guidance on employment laws (FMLA, ADA, FLSA, etc.) and HR policy application
- Partner cross-functionally with operations, safety, payroll, and legal
- Analyze HR trends and recommend proactive solutions to improve culture and performance
- Contribute to policy development and continuous improvement initiatives
- Lead complex employee relations cases, including investigations, conflict resolution, and policy interpretation
- Conduct end-to-end investigations (intake, interviews, analysis, and recommendations)
- Assess risk and escalate issues appropriately to senior HR or Legal
- Ensure consistent application of policies across the organization
Leadership Coaching & Performance Management
- Coach managers on performance management, corrective action, and employee development
- Lead calibration processes and support talent development discussions
- Build leader capability in coaching, feedback, and accountability
- Provide ongoing coaching to managers and supervisors to strengthen leadership effectiveness and elevate the employee experience across the site
Safety, Compliance & Incident Investigation
- Partner with Safety and Operations to lead workplace incident investigations
- Identify root causes, recommend corrective actions, and mitigate future risk
- Ensure alignment with OSHA and company safety standards
- Support integration of HR and safety practices in a manufacturing environment
Onboarding Strategy & Workforce Integration
- Design and lead onboarding programs that improve retention and engagement
- Implement structured 30-, 60-, and 90-day onboarding checkpoints and refine the process based on feedback
- Partner with leaders to ensure onboarding readiness and effective team integration
- Lead employee engagement surveys, analyze feedback trends, and partner with site leadership on action plans that strengthen engagement and retention
HR Advisory & Organizational Effectiveness
- Provide guidance on employment laws (FMLA, ADA, FLSA, etc.) and HR policy application
- Partner cross-functionally with operations, safety, payroll, and legal
- Analyze HR trends and recommend proactive solutions to improve culture and performance
- Contribute to policy development and continuous improvement initiatives
About Company
Overhead Door Corporation pioneered the upward-acting door industry, inventing the first upward-acting door in 1921 and the first electric door opener in 1926. Today, we continue to be the industry leader through the strength of our product innovation, superior craftsmanship and outstanding customer support, underscoring a legacy of quality, expertise and integrity. With four operating divisions (Access Systems Division, Genie, Horton, TODCO) and 22 manufacturing facilities across the US, UK and Europe, we are committed to offering products and services that provide safety, security and convenience to satisfy our customer's needs. That's why design and construction professionals specify Overhead Door Corporation products more often than any other brand.