HR Consulting for Manufacturing and Industrial

FLSA overtime and shift compliance

Manufacturing facilities with non-exempt hourly workers and multiple shifts face continuous overtime calculation, shift premium, and rest period compliance obligations. A single calculation error applied to a large workforce creates significant back-pay exposure.

OSHA recordkeeping and incident response

OSHA 300 log maintenance, incident investigation, first report of injury processes, and return-to-work programs require HR infrastructure specifically designed for manufacturing settings.

Skilled trades recruiting

CNC machinists, welders, electricians, and maintenance technicians are in short supply across most manufacturing markets. Recruiting, compensation benchmarking, and retention for skilled trades requires sector-specific expertise.

Workers' compensation management

Manufacturing has among the highest workers' comp claim rates of any industry. Strong return-to-work programs, modified duty policies, and vendor management practices materially reduce total cost of risk.

FLSA compliance for non-exempt workers

Wage and hour audit covering shift premium calculations, overtime, meal and rest period compliance, and pay stub requirements. Written risk report with remediation priorities.

OSHA recordkeeping system

OSHA 300 log setup and annual summary process, incident investigation procedures, and HR policy integration for manufacturing safety programs.

Skilled trades recruiting

Full-cycle recruiting for skilled production and maintenance roles. We understand the market for machinists, welders, electricians, and industrial technicians. Fee is 15% of first-year salary.

Workers' compensation and return-to-work

Modified duty program design, return-to-work policy, and HR support for workers' comp claim management to reduce total cost of risk.

Does manufacturing HR require specialized expertise?

Yes significantly. The combination of FLSA non-exempt workforce complexity, OSHA recordkeeping, shift scheduling, and skilled trades recruiting is distinct from white-collar HR. TalentForge360 has direct manufacturing sector experience and understands the specific compliance obligations.

What OSHA recordkeeping obligations do manufacturers have?

Most manufacturing employers with more than 10 employees must maintain an OSHA 300 log of work-related injuries and illnesses, prepare an annual OSHA 300A summary, and post it in the workplace from February 1 to April 30. Electronic reporting is also required for establishments with 100+ employees in high-hazard industries.

How do shift differentials affect overtime calculations?

Shift premiums must be included in the regular rate of pay when calculating overtime under the FLSA, unless they meet specific exclusion criteria. Many manufacturers inadvertently underpay overtime by excluding shift premiums from the regular rate base. We audit your calculation methodology and correct errors before they become claims.

What does a return-to-work program actually do?

A well-designed return-to-work (RTW) program provides modified duty assignments that allow injured employees to return to work in a limited capacity while they recover. RTW programs reduce workers' comp costs by shortening the duration of disability benefits and keeping injured employees connected to the workplace.

Can you help us recruit skilled trades in our market?

Yes. Skilled trades recruiting is one of the most difficult hiring challenges in manufacturing. We conduct targeted searches for machinists, welders, maintenance technicians, electricians, and other skilled roles. Our fee is 15% of first-year salary with a 90-day replacement guarantee.

HR support for Manufacturing and Industrial companies

TalentForge360 serves growing teams nationwide. Fractional HR from $1,199/month. Free consultation.