Human Resources Manager

The HR Manager plays a key leadership role in shaping the firm’s people strategy and employee experience across all locations. This is an exciting opportunity to lead talent acquisition, onboarding, benefits administration, employee relations, compliance, performance management, and HR data/reporting—while building impactful, people‑focused systems that support a thriving workplace. Partnering closely with the COO and firm leadership, the HR Manager will help drive a positive, high‑performance culture and ensure our HR operations are efficient, compliant, and aligned with the firm’s long‑term goals.

Essential functions:

Talent Acquisition

• Lead full-cycle recruiting including job postings, screening, interviews, and reference checks.  Coordinate and attend career fairs, university recruiting events, and community talent initiatives.  Build and maintain relationships with colleges, accounting programs, and professional associations.  Maintain updated job descriptions, interview scorecards, and recruiting SOPs.

Onboarding

• Create and maintain structured orientation and onboarding plans for new hires, ensuring a smooth and consistent experience.  Monitor new hire progress during the first 90 days.

Payroll

• Ensure accurate and timely payroll processing.  Maintain confidentiality and accuracy of all payroll-related information.  Submit payroll changes including new hires, rate adjustments, PTO updates, and deductions.

Benefits

• Coordinate open enrollment, new hire benefits onboarding, and benefits communications.  Serve as point of contact for employee benefits questions related to health insurance, dental, vision, life, 401(k), and supplemental benefits.  Work with brokers and vendors to resolve benefits issues and ensure compliance.  Maintain required documentation for benefit-related filings.

Culture & Engagement

• Lead the firm's Culture Team and employee engagement initiatives.  Organize team-building activities, employee appreciation events, and internal communications.  Promote a positive, inclusive, and professional workplace environment.  Monitor employee sentiment and identify opportunities for improving retention and morale.

Training & Development

• Oversee employee training programs including compliance training and professional skills development.  Work with supervisors to identify training needs and coordinate sessions.  Maintain training records and ensure completion of required courses.  Oversee employee training programs including compliance training and professional skills development.  Work with supervisors to identify training needs and coordinate sessions.  Maintain training records and ensure completion of required courses.

Offboarding

• Manage the offboarding process including exit interviews, equipment recovery, and system access removal. Ensure timely communication and documentation of separations. Analyze exit feedback and recommend improvements to strengthen retention.

Required Skills and Abilities:

• Strong understanding of HR best practices, employment law, and compliance requirements (FLSA, FMLA, ADA, EEOC, OSHA), which are emphasized repeatedly in HR policy discussions.
• Demonstrated professionalism, emotional intelligence, and sound judgment. 
• Ability to maintain strict confidentiality regarding employee information, investigations, medical or ADA-related issues, payroll, and sensitive firm matters. 
• Strong written and verbal communication skills for preparing policies, coaching supervisors, documenting conversations, and supporting leadership. 
• Ability to manage multiple priorities, meet deadlines, and operate independently with minimal supervision. 
• Strong problem‑solving abilities with the capacity to navigate nuance and handle sensitive employee relations concerns appropriately. 
• Ability to lead structured processes (onboarding, offboarding, performance reviews) with accuracy, consistency, and follow‑through. 
• High level of technical savvy and willingness to learn new systems (HRIS/BambooHR etc.). 
• Ability to partner with management, support decision‑making, and coach supervisors on proper documentation, communication, and compliance.
  

Required education and experience

• Bachelor’s degree required — Human Resources, Business Administration, Organizational Leadership, or a related field.
• 3–5 years of progressive HR experience, including experience in recruiting, onboarding, benefits administration, employee relations, compliance, and performance management.
• Demonstrated experience maintaining HR records, managing confidential information, and supporting policy‑driven processes.
• Experience completing and supporting performance review cycles, employee documentation, and coaching conversations.
• Experience administering or supporting HRIS systems (e.g., BambooHR) and handling sensitive data.
• Strong experience using advanced Excel and Microsoft 365 to build HR reports, dashboards, trackers, and analysis for management.
• Experience operating in a fast‑paced and/or multi‑location organization.

Preferred education and experience

• PHR, SHRM‑CP, or SHRM‑SCP certification.
• 5+ years of HR management experience or HR generalist experience with increasing responsibility.
• Experience designing, updating, or leading HR policies, handbooks, or compliance programs.
• Experience supporting or leading internal investigations, employee coaching plans, corrective action, and documentation processes.
• Experience with training development, leadership coaching, and culture‑building initiatives.
• Experience supporting onboarding/offboarding workflows in professional services (accounting, legal, consulting, financial services).
• Experience with benefits strategy, vendor management, or compensation analysis.
• Advanced proficiency in data analytics tools (advanced Excel, Power BI, workflow dashboards).

Work environment: 

• The work environment is an air-conditioned office setting with lighting and minimal noise.
  
  

Physical requirements:

• Sedentary work.
• Requires the ability to operate standard office equipment and keyboards. Repetitive motion and substantial movements (motions) of the wrists, hands, and/or fingers.
• Required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading.
• Speaking - Expressing or exchanging ideas by means of the spoken word to impart oral information to clients or the public and to convey detailed spoken instructions to other workers through the telephone or in person.
• Hearing - The ability to hear, understand, and distinguish speech and/or other sounds (alarms) in person or through telephone.  
• Must have the ability to walk short distances, and drive a vehicle to other office locations or to meet with clients.  
• Exerting up to 20 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects. 

Travel required:

• Will travel to other location as needed, but no less than once a quarter to each office.