HR Manager

HR Manager 

Overview 

The HR Manager serves as a hands-on, player/coach leader responsible for delivering effective, compliant, and people-centered HR support across the organization. This role balances strategic partnership with day-to-day execution—working alongside leaders and the HR delivery team to both lead and actively contribute to core HR functions, including employee relations, compliance, benefits management and administration, and risk management. As a trusted advisor and working leader, the HR Manager partners closely with the COO to translate people strategy into practical, scalable processes while strengthening manager capability and accountability across the business. This position models a solutions-oriented, service-driven approach by coaching leaders, addressing complex HR matters directly, and stepping in to support operational needs when required. The ideal candidate brings sound judgment, strong business acumen, and the ability to seamlessly shift between strategy and execution while fostering a culture of accountability, consistency, and continuous improvement.

Location: Indianapolis, IN  

Work Schedule: Our office hours are Monday – Friday, 8:00am – 5:00pm ET. This role is hybrid, providing 1 remote day a week.   

Reports to: COO 

Key Responsibilities 

HR Leadership & Team Oversight 

• Lead, mentor, and develop the HR and Payroll team, ensuring clear accountability, strong collaboration, and high service standards 

• Establish and maintain effective HR workflows, escalation paths, and service delivery expectations across HR functions 

• Review and provide guidance on complex HR work, including employee relations cases, payroll exceptions, benefits issues, and compliance matters 

• Support team development through coaching, feedback, and performance management, fostering a culture of ownership and continuous improvement 

• Partner with the COO on capacity planning, role clarity, and the ongoing evolution of the HR function 

• Provide backup support for full-cycle payroll processes as needed, partnering with HR leadership, Payroll, and HRIS to ensure accuracy and continuity 

• Support HR projects related to benefits, compliance, HR operations, and process improvement 

Employee Relations, Compliance & Risk Management 

• Own and lead the employee relations function across the organization, including investigations, conflict resolution, corrective action, and termination review 

• Serve as the primary decision-maker and escalation point for complex, sensitive, or high-risk employee relations matters, partnering with legal counsel as needed 

• Provide final internal review and approval for disciplinary actions and terminations prior to execution, in partnership with HR leadership and legal counsel as appropriate 

• Ensure consistent and fair application of company policies, disciplinary standards, and documentation practices across all lines of business and markets 

• Monitor compliance with federal, state, and local employment laws and proactively address risk areas through policy updates, manager guidance, and process improvements 

• Lead internal HR audits, personnel file reviews, and compliance assessments to ensure regulatory alignment 

• Interpret, enforce, and operationalize HR policies across the organization

Benefits, Leave Administration & HR Programs 

• Coordinate annual benefits open enrollment, including employee communications, system setup, vendor coordination, and enrollment audits 

• Process qualifying life events, enrollments, terminations, and benefits changes in a timely and accurate manner 

• Reconcile benefit invoices with payroll and vendor reports; research and resolve discrepancies 

• Partner with Payroll to ensure benefit deductions are accurate and properly maintained 

• Coordinate with leave administrators, insurance carriers, and internal stakeholders on leave administration 

• Support ACA reporting, ERISA documentation, and  benefit notices in coordination with HR leadership 

• Maintain benefit-related documentation in compliance with federal and state regulations 

• Assist with updating benefits materials, policies, and internal HR documentation 

• Recommend process improvements and efficiencies within benefits and HR administration 

Manager Partnership, Employee Experience & Strategic Support 

• Act as a trusted HR partner to leaders, providing guidance on employee performance concerns, conduct issues, documentation standards, and decision-making 

• Coach managers on navigating difficult conversations, managing employee risk, and reinforcing accountability while maintaining a positive employee experience 

• Champion a positive, inclusive, and engaging workplace culture aligned with company values 

• Serve as an approachable and trusted HR resource for employees, addressing questions, concerns, and feedback 

• Lead and support employee engagement initiatives, including surveys, listening sessions, feedback forums, and culture-building activities 

• Analyze employee relations, engagement, turnover, and performance risk data to identify trends and recommend proactive interventions 

• Support onboarding and early-tenure experience initiatives to promote connection, clarity, and retention during the first 90 days of employment 

• Support organizational change initiatives (restructures, leadership transitions, office changes, policy shifts) with a focus on people impact and risk mitigation 

• Translate business decisions into actionable HR guidance, communication strategies, and implementation plans 

• Partner with HR leadership and business leaders to address emerging workforce challenges and organizational needs 

• Contribute to continuous improvement of HR processes, tools, and practices to enhance efficiency, consistency, and employee experience 

Performs other duties and responsibilities as assigned to support business needs and contribute to team success. 

Qualifications 

Education & Experience 

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field required 

• 7+ years of progressive HR experience, with significant focus on employee relations, benefits management, compliance, and manager advisory support 

• Prior experience leading or mentoring HR professionals strongly preferred 

• Demonstrated experience supporting leaders in a multi-state or multi-location environment 

• Advanced HR certification (SHRM-SCP, SPHR, or similar) preferred 

Skills & Competencies 

• Strong working knowledge of employment laws, HR compliance requirements, and employee relations best practices 

• Excellent judgment and discretion when handling complex, sensitive matters 

• Proven ability to build trust and influence leaders while maintaining consistent HR standards 

• Strong leadership, coaching, and team development skills 

• Exceptional communication skills with the ability to explain complex HR topics in a practical, approachable manner 

• Highly organized with the ability to manage competing priorities and maintain attention to detail 

• Comfortable operating in both strategic and hands-on capacities in a fast-paced environment 

Why Join Our Team? 

This role offers the opportunity to step into a highly visible HR leadership position with real influence on how the organization operates and grows. As the HR Manager, you’ll work closely with leaders to shape strong people practices, navigate complex challenges, and elevate consistency and accountability across the organization. You’ll have autonomy to make meaningful decisions, lead critical conversations, and help mature and strengthen an HR function that values thoughtful partnership, clarity, and impact. 

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill and/or ability required. Please note, this list of essential functions is not exhaustive and may be supplemented as necessary.  

Bradley Company is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status.