Fractional HR leadership and the practical building blocks behind it — benefits, safety, HRIS, apprenticeship. Led by Renee Carter, SHRM-CP, former HR Manager at a global thermoforming manufacturer.
The full “people management” function for manufacturers without a senior HR leader: strategy, leadership-team partnership, and 90-day HR objectives that map to the business plan.
The unglamorous middle: handbook, policies, employee relations, performance management cycles, compensation review — the things every manufacturer needs and few have time to keep current.
Selecting and designing the right funding model for your size, risk tolerance, and workforce. Annual renewal strategy, broker selection, and stop-loss positioning where relevant.
Designing and running open enrollment, employee education materials, and the year-round administration that keeps a benefits plan honest.
Annual audits, Safety Plan renewals, OSHA-aligned topics, and Safety Committee stand-up. (Previously moved a manufacturer's Safety Score from 86% to 100%.)
Loss-control policy authoring (we've stood up 35 of them), workers' comp claim management hygiene, and the boring discipline that keeps your modifier from creeping.
Specialist work in Paycom: implementation, module roll-out (Talent Acquisition, Onboarding, Payroll, Learning Management), and getting more out of an existing deployment.
Background in Infinity HR, Mangrove, and Abra as well, plus hands-on integration of HRIS with Made2Manage and Global Shop ERP systems — getting labor, payroll, and job-cost data flowing cleanly between the people stack and the production stack. If you're considering moving systems, we can help you scope the work honestly — including whether you should.
Onboarding, training, performance, and offboarding designed for production environments — not borrowed wholesale from corporate templates.
Founding in-house apprenticeship programs (we've done it, with Tooling University), securing Employer Training Investment Program (ETIP) grants, and building a steady pipeline in skilled trades.
If your CEO or COO is currently the de facto head of HR — and would rather not be — that's our typical starting point.
A short note describing where things stand is the fastest way to start.
hello@mantisbusiness.com 630-715-4596