HR Manager

About the Role

We're a specialized property management company across a growing regional footprint. We're a mid-sized, privately owned business, still small enough that this role touches the whole company, but established enough to have a sophisticated, fast-growing client base and a team that produces high volumes of client-facing work every month. Leadership is hands-on and personally involved in hiring, onboarding, and compensation decisions, and we're backed by an established PEO partner that handles the heavy lifting on payroll, benefits, and compliance.

Why Join Us

• Real build opportunity — define what great HR looks like at a company that's big enough to need a true HR partner
• Leadership wants a thought partner, not just an admin, on comp, PIPs, and offers
• A team that's actively investing in AI and technology to make HR more efficient, not stuck doing everything by hand
• Support through an established PEO, so this role always has someone to lean on
• Fast, stable growth in a durable industry, with a genuinely warm, "feel like family" culture from day one

Responsibilities

• Recruiting: Manage the full-cycle recruiting and hiring process (post ads, screen candidates, schedule interviews, generate job offers), coordinating hiring priorities and timelines with the leadership team
• Ensure interviews are consistent, documented, etc.
• Manage and evaluate sourcing channels, job boards, recruiters, and recruiting spend, recommending changes to improve quality of hire and time to fill
• Own the candidate experience and employer brand, ensuring timely, professional communication with every applicant
• Extend offers and advise leadership on market compensation data and counteroffer decisions
• Onboarding/Offboarding: Ensure new employees have an organized, professional onboarding experience
• Ensure new hire paperwork is completed and processed
• Inform new hires of job duties, responsibilities, benefits, schedules, working conditions, etc.
• Ensure employee departures and terminations are handled consistently, professionally, and with appropriate risk management
• Payroll: Oversee the submission and processing of payroll through our PEO's payroll system
• Administer PTO approvals, submissions, and questions
• Facilitate annual and merit-based pay changes
• HR Administration: Process all personnel action forms and ensure proper approval
• Prepare and maintain accurate employment records, job descriptions, organizational charts, and salary information related to hiring, transferring, promoting, and terminating
• Process employees' queries and respond in a timely manner
• Develop and implement HR policies and procedures in compliance with local labor laws and regulations
• Explain human resources policies, procedures, laws, and standards to new and existing employees
• Address any employment relations issues, such as work complaints and harassment allegations, in partnership with our PEO
• Track and report HR and recruiting metrics to the leadership team
• Serve as primary point of contact with our PEO partner, escalate employee benefits and payroll questions, and confirm new hires, terminations, and life events are entered correctly and on time
• Support open enrollment such as coordinating communications and deadlines and making sure employees complete elections
• Coordinate leaves of absence with our PEO partner
• Performance Management: Support the annual and mid-year performance review cycles, including scheduling and tracking key milestones and deadlines for managers and employees
• Prepare and maintain performance management documents, including review templates, goal-setting forms, and manager coaching materials
• Ensure performance-related communications to managers and employees are timely, clear, consistent, and professionally delivered
• Partner with leadership to identify performance trends and recommend training or development opportunities
• Support the performance improvement plan (PIP) process from initiation through closure, keeping each plan on schedule, handled consistently, and properly documented
• Coach managers on drafting PIPs, delivering feedback, and conducting check-in conversations in partnership with our PEO

Qualifications

• At least 4 years of HR experience
• Strong knowledge of employment and labor laws, including state-specific employment regulations, FMLA, OSHA, etc.
• Ability to effectively screen candidates and conduct effective interviews
• Strong attention to detail
• Must be personable and flexible, embrace change, work well with a team, and bring energy and ideas to support the growth and future of the company
• Motivated to help build and scale the HR function as the company grows

Preferred Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification

Pay

$80,000 - $100,000 per year