Human Resources Manager

JOB OVERVIEW

The Human Resources (HR) Manager will be responsible for developing, implementing, and executing HR solutions aligned with the business strategy of assigned departments. This role will collaborate closely with department leadership to build strong, trusting relationships with leaders, managers, and employees to influence and drive HR initiatives. The HR Manager will play a critical role in shaping company culture, enhancing employee engagement, and fostering a work environment that values collaboration, inclusivity, and growth.

This position carries out responsibilities in multiple functional areas, including but not limited to talent acquisition, employee relations, employment law compliance, training and development, performance management, onboarding/offboarding, engagement and culture-building, leadership coaching, and organizational change management.

Employee Engagement & Culture Development

• Champion company culture by fostering an inclusive, values-driven workplace where employees feel connected, valued, and empowered.
• Lead employee engagement initiatives, including pulse surveys, focus groups, and action plans to ensure continuous improvement in workplace satisfaction and retention.
• Develop and implement recognition programs, team-building activities, and employee appreciation initiatives to boost morale and performance.
• Act as an advocate for employee well-being, ensuring programs that support mental health, work-life balance, and professional growth are prioritized.
• Partner with leadership to develop and communicate the company’s core values, vision, and mission, ensuring alignment with HR policies and procedures.

Talent Acquisition & Retention

• Oversee full-cycle recruitment, ensuring the company attracts top-tier talent and maintains a seamless candidate experience.
• Partner with hiring managers to develop strategic workforce planning initiatives that align with business needs and support long-term talent pipelines.
• Implement and refine onboarding programs to set new employees up for success, driving engagement and retention from day one.
• Monitor and analyze employee turnover trends, providing recommendations to improve retention and career development opportunities.

HR Strategy & Leadership Development

• Work closely with department heads and the VP of Finance to develop HR strategies that support overall business objectives, employee engagement, and company culture.
• Provide coaching and leadership development programs to enhance management capabilities and foster a culture of continuous learning.
• Partner with managers to identify high-potential employees and develop career pathing strategies to drive professional growth and leadership readiness.

Performance Management & Training

• Support and enhance the performance management process, including goal setting, mid-year and annual performance reviews, and performance improvement plans (PIPs).
• Develop and conduct training programs for employees and managers on topics such as:
• Diversity, Equity, and Inclusion (DEI)
• Conflict resolution and communication skills
• Leadership development and effective people management
• Anti-harassment and compliance training
• Ensure succession planning initiatives are in place to support internal mobility and long-term business continuity.

Compliance & Employee Relations

• Ensure compliance with federal, state, and local employment laws, including ADAAA, FMLA, EEO, and FLSA, and stay updated on changes in legislation.
• Serve as a trusted advisor to employees and management, handling employee relations issues, workplace conflicts, and investigations with professionalism and discretion.
• Develop and implement HR policies and procedures that align with company culture while maintaining legal compliance.
• Support workplace diversity, equity, and inclusion (DEI) initiatives to ensure a welcoming and inclusive environment for all employees.

HR Operations & Administration

• Oversee general office operations and manage HR generalist and/or office administration staff.
• Maintain HR analytics and reporting to track key metrics such as turnover rates, engagement scores, and performance trends.
• Ensure the confidentiality and security of employee data, maintaining compliance with legal and company requirements.
• Conduct research and analysis of market salary data to develop and maintain competitive compensation structures
• Administer employee benefits programs including health, dental, vision, life insurance, and retirement plans
• Serve as a liaison between employees and benefit providers to resolve inquiries and issues
• Process biweekly payroll accurately and on time, including salaries, commissions, and deductions
• Track and manage employee time off, including PTO, leaves of absence, and accommodations

Other Duties

• Collaborate on cross-functional projects to enhance organizational effectiveness.
• Partner with leadership on change management initiatives, ensuring smooth transitions and employee adoption of new policies or processes.
• Perform additional duties as needed in alignment with business goals.

PROFESSIONAL REQUIREMENTS

• Proven track record of enhancing employee experience and engagement within dynamic organizations.
• Strong understanding of employment law compliance (state and federal), including but not limited to ADAAA, FMLA, EEO, and FLSA.
• Experience coaching and mentoring managers on best practices in employee relations, engagement, and team leadership.
• Ability to develop and execute employee engagement and culture-building initiatives.
• Demonstrated experience in resolving complex employee relations issues while fostering a positive and productive work environment.

EDUCATION AND EXPERIENCE REQUIREMENTS

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• HR Certifications preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR).
• Minimum of 8 years of progressive HR experience, preferably in a multisite, multi-state environment.
• Deep understanding of HR best practices, employee engagement strategies, and organizational development.
• Experience conducting workplace investigations and handling employee relations matters.

KNOWLEDGE, SKILLS AND ABILITIES

• Strong interpersonal and relationship-building skills across all levels of an organization.
• Excellent verbal and written communication skills with the ability to influence without authority.
• Strong analytical and problem-solving abilities to navigate complex HR challenges.
• Ability to handle sensitive and confidential information with the highest level of integrity.
• Ability to work independently, prioritize tasks, and meet deadlines in a fast-paced, evolving environment.
• Ability to drive and execute HR initiatives that foster engagement, inclusion, and performance.
• High emotional intelligence (EQ), resilience, and a collaborative leadership approach.
• Proficiency in HRIS systems, Microsoft Office Suite, and other HR technology platforms.

PHYSICAL REQUIREMENTS

• Position requires sitting, walking, reaching, bending, stooping, and handling objects with hands and/or fingers, talking and/or hearing, and seeing.
• Position requires the ability to lift up to 50 lbs.

Why Join Our Team?

• Impact: Drive meaningful change in an organization that values innovation, engagement, and employee well-being.
• Culture: Join a collaborative and inclusive workplace where culture-building is a top priority.
• Growth: Opportunities for professional development and career progression.
• Engagement: Play a vital role in fostering a workplace that prioritizes employee satisfaction and long-term success.