HR Manager
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove boilerplate. Include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text. Prefer few substantive sections over many thin ones.
We have content: Salary range $90,000–$110,000 annually (Pay). Employment Type: Full-Time, Exempt (Schedule? maybe schedule not given; but we have full-time). Experience: 3–5 years (maybe part of Requirements). Bilingual English/Spanish: Strongly preferred (Skills). About The Opportunity (About the role). What You'll Do sections: Payroll & HR Operations, Employee Lifecycle, Employee Relations & Manager Support, Compliance & I-9 Administration, Help Us Build Better (these are responsibilities). Benefits Include: Paid Time Off (PTO), 401(k) retirement plan, Commuter benefits. What Success Looks Like (maybe not needed). Requirements: list of requirements.
We need to decide sections: About the role (About The Opportunity). Responsibilities (What You'll Do). Requirements (What We're Looking For). Benefits (Benefits Include). Pay (Salary). Possibly Schedule (Employment Type: Full-Time, Exempt). Could combine schedule with Pay? But we can have separate Schedule section if we have content: Full-Time, Exempt. That's schedule info. So we can have Schedule section.
We must not create sections with filler like "commensurate with experience". We have actual content.
We must not repeat job title as heading.
We must output only HTML fragment, no /, no markdown fences.
We need to use
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information. So we need to include details from each bullet.
We need to avoid duplication.
Let's extract content.
About The Opportunity paragraph: "Kommissary is looking for a hands-on, solutions-oriented HR Manager to support our growing multi-location operation. This role is ideal for an HR professional who enjoys being close to the business, building relationships with employees and managers, solving problems, and creating structure. The HR Manager will oversee the day-to-day employee experience while taking direct ownership of payroll, HR operations, employee relations, compliance, and the employee lifecycle. This is not simply an administrative HR position. We are looking for someone who can work independently, identify what needs attention, take initiative, and partner with leadership to build stronger and more consistent People practices."
We can put that in a
under About the role.
Responsibilities: multiple sub-sections: Payroll & HR Operations, Employee Lifecycle, Employee Relations & Manager Support, Compliance & I-9 Administration, Help Us Build Better.
We could combine into one Responsibilities section with subheadings? But spec says use
for section headings (e.g. About the role, Responsibilities, Requirements...). It doesn't forbid subheadings, but we should follow spec: only those headings. So we likely need a single Responsibilities section with - items covering all duties. However we need to preserve all substantive information; we can list each duty as a list item. Could group but still preserve.
We need to avoid losing detail. So we can create a long list of responsibilities items.
Similarly Requirements: list of items.
Benefits: list.
Pay: salary range.
Schedule: Employment Type: Full-Time, Exempt.
We could also include Bilingual English/Spanish strongly preferred under Skills or Requirements? It's listed under Experience: Bilingual English/Spanish: Strongly preferred. Could be under Skills or Requirements. We'll put under Requirements as a skill.
Now ensure we don't include boilerplate like cookie/navigation/legal/EEO etc. Not present.
Now produce HTML.
Structure:
About the role
...
Responsibilities
- Process payroll accurately and on time from beginning to end.
- Review timecards, hours, pay rates, deductions, PTO, sick time, and payroll changes.
- Research and resolve payroll discrepancies.
- Maintain accurate employee information in HR, payroll, and timekeeping systems.
- Process changes related to new hires, promotions, compensation, benefits, leaves, and separations.
- Respond to employee payroll and HR questions.
- Partner with Finance and leadership to improve payroll processes and controls.
- Maintain organized and accurate employee records.
- Support employees and managers throughout the full employment lifecycle, including: recruiting and hiring; offers and pre-employment requirements; new-hire onboarding; HRIS and employee record administration; benefits and leave coordination; promotions, transfers, and compensation changes; performance and corrective-action documentation; terminations and offboarding.
- Serve as an accessible and trusted HR partner to employees and managers across locations.
- Build strong relationships with employees, managers, and leadership.
- Respond to employee questions and workplace concerns.
- Coach managers through performance, attendance, and employee-relations matters.
- Support workplace investigations and corrective-action processes.
- Help managers strengthen their people-management skills.
- Handle confidential and sensitive matters with professionalism, consistency, and discretion.
- Spend time with operational teams to understand their day-to-day needs and challenges.
- Own the ongoing Form I-9 process for new hires.
- Ensure I-9 documentation is completed accurately and on time.
- Maintain organized I-9 records and monitor required reverifications.
- Support ongoing I-9 compliance following any separate historical audit or remediation project.
- Help maintain compliance with applicable federal, state, and local employment requirements.
- Identify documentation or compliance gaps and work with leadership to address them.
- Identify opportunities to make HR processes more organized, efficient, and scalable.
- Create HR checklists, templates, and standard operating procedures.
- Improve onboarding and offboarding processes.
- Reduce unnecessary manual work.
- Improve employee record accuracy.
- Create greater consistency across locations.
- Strengthen communication between HR, Payroll, Finance, Operations, managers, and employees.
But note we duplicated some items: The "Support employees and managers throughout the full employment lifecycle" includes a list; we could break that into separate items but it's okay as one item with sublist? But spec says use - for any list of duties/requirements/benefits. It didn't forbid nested lists? Safer to keep flat list items; we can include the sub-items as separate list items.
Let's break out the lifecycle items:
- Recruiting and hiring.
- Offers and pre-employment requirements.
- New-hire onboarding.
- HRIS and employee record administration.
- Benefits and leave coordination.
- Promotions, transfers, and compensation changes.
- Performance and corrective-action documentation.
- Terminations and offboarding.
We'll add each as separate
- .
Similarly for "Help Us Build Better" items we already have.
Now Requirements section:
Requirements
- 3–5 years of progressive Human Resources experience, ideally in an HR Generalist, HR Operations, or HR Manager role.
- Hands-on payroll processing experience required.
- Experience independently managing or significantly supporting the payroll process.
- Experience supporting employees throughout the full employment lifecycle.
- Experience supporting a multi-unit or multi-location workforce strongly preferred.
- Experience working with high-volume hourly employee populations preferred.
- Working knowledge of Form I-9 requirements and employment documentation.
- Experience with HRIS, payroll, and timekeeping systems; Paylocity experience is a plus.
- Working knowledge of federal, state, and local employment practices.
- Strong organizational skills and attention to detail.
- Ability to manage multiple priorities and follow issues through completion.
- Sound judgment and discretion when handling confidential employee information.
- Strong written and verbal communication skills.
- A collaborative, service-oriented approach to HR.
- Experience in food production, hospitality, manufacturing, distribution, or a similar operational environment is a plus.
- Bilingual English/Spanish strongly preferred.
Benefits section:
Benefits
- Paid Time Off (PTO)
- 401(k) retirement plan
- Commuter benefits
Pay section:
Pay
$90,000–$110,000 annually
Schedule section:
Schedule
Full-Time, Exempt
We might also include "Experience: 3–5 years" but that's already in Requirements.
Now ensure we didn't miss any substantive info: The "What Success Looks Like" paragraph: "Success in this role means becoming a trusted and dependable HR partner for our employees, managers, and leadership team. We are looking for someone who can keep payroll and HR operations running accurately, respond to employee needs, support managers, identify risks, and bring greater organization and consistency to our People practices. Most Importantly, We Want Someone Who Is Comfortable Taking Ownership. When You Identify An Issue, We Want You To Be Able To Say “I see the issue. Here’s what I learned, here’s what I recommend, and here’s how I can help us get it done.” If you enjoy solving problems, supporting people, building better processes, and having a meaningful impact on a growing organization, we'd love to meet you."
This is substantive; we could include it under About the role or maybe a separate section like "What Success Looks Like". But spec says we should prefer few substantive sections over many thin ones. We could incorporate this into About the role paragraph as additional prose. That would preserve info.
Thus About the role paragraph can be extended to include that.
Let's craft About the role paragraph:
"Kommissary is looking for a hands-on, solutions-oriented HR Manager to support our growing multi-location operation. This role is ideal for an HR professional who enjoys being close to the business, building relationships with employees and managers, solving problems, and creating structure. The HR Manager will oversee the day-to-day employee experience while taking direct ownership of payroll, HR operations, employee relations, compliance, and the employee lifecycle. This is not simply an administrative HR position. We are looking for someone who can work independently, identify what needs attention, take initiative, and partner with leadership to build stronger and more consistent People practices. Success in this role means becoming a trusted and dependable HR partner for our employees, managers, and leadership team. We are looking for someone who can keep payroll and HR operations running accurately, respond to employee needs, support managers, identify risks, and bring greater organization and consistency to our People practices. Most importantly, we want someone who is comfortable taking ownership: when you identify an issue, you can say “I see the issue. Here’s what I learned, here’s what I recommend, and here’s how I can help us get it done.” If you enjoy solving problems, supporting people, building better processes, and having a meaningful impact on a growing organization, we'd love to meet you."
That covers.
Now ensure we didn't include
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove boilerplate. Include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text. Prefer few substantive sections over many thin ones. We have content: Salary range $90,000–$110,000 annually (Pay). Employment Type: Full-Time, Exempt (Schedule? maybe schedule not given; but we have full-time). Experience: 3–5 years (maybe part of Requirements). Bilingual English/Spanish: Strongly preferred (Skills). About The Opportunity (About the role). What You'll Do sections: Payroll & HR Operations, Employee Lifecycle, Employee Relations & Manager Support, Compliance & I-9 Administration, Help Us Build Better (these are responsibilities). Benefits Include: Paid Time Off (PTO), 401(k) retirement plan, Commuter benefits. What Success Looks Like (maybe not needed). Requirements: list of requirements. We need to decide sections: About the role (About The Opportunity). Responsibilities (What You'll Do). Requirements (What We're Looking For). Benefits (Benefits Include). Pay (Salary). Possibly Schedule (Employment Type: Full-Time, Exempt). Could combine schedule with Pay? But we can have separate Schedule section if we have content: Full-Time, Exempt. That's schedule info. So we can have Schedule section. We must not create sections with filler like "commensurate with experience". We have actual content. We must not repeat job title as heading. We must output only HTML fragment, no /, no markdown fences. We need to use
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information. So we need to include details from each bullet.
We need to avoid duplication.
Let's extract content.
About The Opportunity paragraph: "Kommissary is looking for a hands-on, solutions-oriented HR Manager to support our growing multi-location operation. This role is ideal for an HR professional who enjoys being close to the business, building relationships with employees and managers, solving problems, and creating structure. The HR Manager will oversee the day-to-day employee experience while taking direct ownership of payroll, HR operations, employee relations, compliance, and the employee lifecycle. This is not simply an administrative HR position. We are looking for someone who can work independently, identify what needs attention, take initiative, and partner with leadership to build stronger and more consistent People practices."
We can put that in a
under About the role.
Responsibilities: multiple sub-sections: Payroll & HR Operations, Employee Lifecycle, Employee Relations & Manager Support, Compliance & I-9 Administration, Help Us Build Better.
We could combine into one Responsibilities section with subheadings? But spec says use
for section headings (e.g. About the role, Responsibilities, Requirements...). It doesn't forbid subheadings, but we should follow spec: only those headings. So we likely need a single Responsibilities section with - items covering all duties. However we need to preserve all substantive information; we can list each duty as a list item. Could group but still preserve.
We need to avoid losing detail. So we can create a long list of responsibilities items.
Similarly Requirements: list of items.
Benefits: list.
Pay: salary range.
Schedule: Employment Type: Full-Time, Exempt.
We could also include Bilingual English/Spanish strongly preferred under Skills or Requirements? It's listed under Experience: Bilingual English/Spanish: Strongly preferred. Could be under Skills or Requirements. We'll put under Requirements as a skill.
Now ensure we don't include boilerplate like cookie/navigation/legal/EEO etc. Not present.
Now produce HTML.
Structure:
About the role
...
Responsibilities
- Process payroll accurately and on time from beginning to end.
- Review timecards, hours, pay rates, deductions, PTO, sick time, and payroll changes.
- Research and resolve payroll discrepancies.
- Maintain accurate employee information in HR, payroll, and timekeeping systems.
- Process changes related to new hires, promotions, compensation, benefits, leaves, and separations.
- Respond to employee payroll and HR questions.
- Partner with Finance and leadership to improve payroll processes and controls.
- Maintain organized and accurate employee records.
- Support employees and managers throughout the full employment lifecycle, including: recruiting and hiring; offers and pre-employment requirements; new-hire onboarding; HRIS and employee record administration; benefits and leave coordination; promotions, transfers, and compensation changes; performance and corrective-action documentation; terminations and offboarding.
- Serve as an accessible and trusted HR partner to employees and managers across locations.
- Build strong relationships with employees, managers, and leadership.
- Respond to employee questions and workplace concerns.
- Coach managers through performance, attendance, and employee-relations matters.
- Support workplace investigations and corrective-action processes.
- Help managers strengthen their people-management skills.
- Handle confidential and sensitive matters with professionalism, consistency, and discretion.
- Spend time with operational teams to understand their day-to-day needs and challenges.
- Own the ongoing Form I-9 process for new hires.
- Ensure I-9 documentation is completed accurately and on time.
- Maintain organized I-9 records and monitor required reverifications.
- Support ongoing I-9 compliance following any separate historical audit or remediation project.
- Help maintain compliance with applicable federal, state, and local employment requirements.
- Identify documentation or compliance gaps and work with leadership to address them.
- Identify opportunities to make HR processes more organized, efficient, and scalable.
- Create HR checklists, templates, and standard operating procedures.
- Improve onboarding and offboarding processes.
- Reduce unnecessary manual work.
- Improve employee record accuracy.
- Create greater consistency across locations.
- Strengthen communication between HR, Payroll, Finance, Operations, managers, and employees.
But note we duplicated some items: The "Support employees and managers throughout the full employment lifecycle" includes a list; we could break that into separate items but it's okay as one item with sublist? But spec says use - for any list of duties/requirements/benefits. It didn't forbid nested lists? Safer to keep flat list items; we can include the sub-items as separate list items.
Let's break out the lifecycle items:
- Recruiting and hiring.
- Offers and pre-employment requirements.
- New-hire onboarding.
- HRIS and employee record administration.
- Benefits and leave coordination.
- Promotions, transfers, and compensation changes.
- Performance and corrective-action documentation.
- Terminations and offboarding.
We'll add each as separate
- .
Similarly for "Help Us Build Better" items we already have.
Now Requirements section:
Requirements
- 3–5 years of progressive Human Resources experience, ideally in an HR Generalist, HR Operations, or HR Manager role.
- Hands-on payroll processing experience required.
- Experience independently managing or significantly supporting the payroll process.
- Experience supporting employees throughout the full employment lifecycle.
- Experience supporting a multi-unit or multi-location workforce strongly preferred.
- Experience working with high-volume hourly employee populations preferred.
- Working knowledge of Form I-9 requirements and employment documentation.
- Experience with HRIS, payroll, and timekeeping systems; Paylocity experience is a plus.
- Working knowledge of federal, state, and local employment practices.
- Strong organizational skills and attention to detail.
- Ability to manage multiple priorities and follow issues through completion.
- Sound judgment and discretion when handling confidential employee information.
- Strong written and verbal communication skills.
- A collaborative, service-oriented approach to HR.
- Experience in food production, hospitality, manufacturing, distribution, or a similar operational environment is a plus.
- Bilingual English/Spanish strongly preferred.
Benefits section:
Benefits
- Paid Time Off (PTO)
- 401(k) retirement plan
- Commuter benefits
Pay section:
Pay
$90,000–$110,000 annually
Schedule section:
Schedule
Full-Time, Exempt
We might also include "Experience: 3–5 years" but that's already in Requirements.
Now ensure we didn't miss any substantive info: The "What Success Looks Like" paragraph: "Success in this role means becoming a trusted and dependable HR partner for our employees, managers, and leadership team. We are looking for someone who can keep payroll and HR operations running accurately, respond to employee needs, support managers, identify risks, and bring greater organization and consistency to our People practices. Most Importantly, We Want Someone Who Is Comfortable Taking Ownership. When You Identify An Issue, We Want You To Be Able To Say “I see the issue. Here’s what I learned, here’s what I recommend, and here’s how I can help us get it done.” If you enjoy solving problems, supporting people, building better processes, and having a meaningful impact on a growing organization, we'd love to meet you."
This is substantive; we could include it under About the role or maybe a separate section like "What Success Looks Like". But spec says we should prefer few substantive sections over many thin ones. We could incorporate this into About the role paragraph as additional prose. That would preserve info.
Thus About the role paragraph can be extended to include that.
Let's craft About the role paragraph:
"Kommissary is looking for a hands-on, solutions-oriented HR Manager to support our growing multi-location operation. This role is ideal for an HR professional who enjoys being close to the business, building relationships with employees and managers, solving problems, and creating structure. The HR Manager will oversee the day-to-day employee experience while taking direct ownership of payroll, HR operations, employee relations, compliance, and the employee lifecycle. This is not simply an administrative HR position. We are looking for someone who can work independently, identify what needs attention, take initiative, and partner with leadership to build stronger and more consistent People practices. Success in this role means becoming a trusted and dependable HR partner for our employees, managers, and leadership team. We are looking for someone who can keep payroll and HR operations running accurately, respond to employee needs, support managers, identify risks, and bring greater organization and consistency to our People practices. Most importantly, we want someone who is comfortable taking ownership: when you identify an issue, you can say “I see the issue. Here’s what I learned, here’s what I recommend, and here’s how I can help us get it done.” If you enjoy solving problems, supporting people, building better processes, and having a meaningful impact on a growing organization, we'd love to meet you."
That covers.
Now ensure we didn't include
for prose. We need to preserve all substantive information. So we need to include details from each bullet. We need to avoid duplication. Let's extract content. About The Opportunity paragraph: "Kommissary is looking for a hands-on, solutions-oriented HR Manager to support our growing multi-location operation. This role is ideal for an HR professional who enjoys being close to the business, building relationships with employees and managers, solving problems, and creating structure. The HR Manager will oversee the day-to-day employee experience while taking direct ownership of payroll, HR operations, employee relations, compliance, and the employee lifecycle. This is not simply an administrative HR position. We are looking for someone who can work independently, identify what needs attention, take initiative, and partner with leadership to build stronger and more consistent People practices." We can put that in a
under About the role. Responsibilities: multiple sub-sections: Payroll & HR Operations, Employee Lifecycle, Employee Relations & Manager Support, Compliance & I-9 Administration, Help Us Build Better. We could combine into one Responsibilities section with subheadings? But spec says use
for section headings (e.g. About the role, Responsibilities, Requirements...). It doesn't forbid subheadings, but we should follow spec: only those headings. So we likely need a single Responsibilities section with - items covering all duties. However we need to preserve all substantive information; we can list each duty as a list item. Could group but still preserve.
We need to avoid losing detail. So we can create a long list of responsibilities items.
Similarly Requirements: list of items.
Benefits: list.
Pay: salary range.
Schedule: Employment Type: Full-Time, Exempt.
We could also include Bilingual English/Spanish strongly preferred under Skills or Requirements? It's listed under Experience: Bilingual English/Spanish: Strongly preferred. Could be under Skills or Requirements. We'll put under Requirements as a skill.
Now ensure we don't include boilerplate like cookie/navigation/legal/EEO etc. Not present.
Now produce HTML.
Structure:
About the role
...
Responsibilities
- Process payroll accurately and on time from beginning to end.
- Review timecards, hours, pay rates, deductions, PTO, sick time, and payroll changes.
- Research and resolve payroll discrepancies.
- Maintain accurate employee information in HR, payroll, and timekeeping systems.
- Process changes related to new hires, promotions, compensation, benefits, leaves, and separations.
- Respond to employee payroll and HR questions.
- Partner with Finance and leadership to improve payroll processes and controls.
- Maintain organized and accurate employee records.
- Support employees and managers throughout the full employment lifecycle, including: recruiting and hiring; offers and pre-employment requirements; new-hire onboarding; HRIS and employee record administration; benefits and leave coordination; promotions, transfers, and compensation changes; performance and corrective-action documentation; terminations and offboarding.
- Serve as an accessible and trusted HR partner to employees and managers across locations.
- Build strong relationships with employees, managers, and leadership.
- Respond to employee questions and workplace concerns.
- Coach managers through performance, attendance, and employee-relations matters.
- Support workplace investigations and corrective-action processes.
- Help managers strengthen their people-management skills.
- Handle confidential and sensitive matters with professionalism, consistency, and discretion.
- Spend time with operational teams to understand their day-to-day needs and challenges.
- Own the ongoing Form I-9 process for new hires.
- Ensure I-9 documentation is completed accurately and on time.
- Maintain organized I-9 records and monitor required reverifications.
- Support ongoing I-9 compliance following any separate historical audit or remediation project.
- Help maintain compliance with applicable federal, state, and local employment requirements.
- Identify documentation or compliance gaps and work with leadership to address them.
- Identify opportunities to make HR processes more organized, efficient, and scalable.
- Create HR checklists, templates, and standard operating procedures.
- Improve onboarding and offboarding processes.
- Reduce unnecessary manual work.
- Improve employee record accuracy.
- Create greater consistency across locations.
- Strengthen communication between HR, Payroll, Finance, Operations, managers, and employees.
But note we duplicated some items: The "Support employees and managers throughout the full employment lifecycle" includes a list; we could break that into separate items but it's okay as one item with sublist? But spec says use - for any list of duties/requirements/benefits. It didn't forbid nested lists? Safer to keep flat list items; we can include the sub-items as separate list items.
Let's break out the lifecycle items:
- Recruiting and hiring.
- Offers and pre-employment requirements.
- New-hire onboarding.
- HRIS and employee record administration.
- Benefits and leave coordination.
- Promotions, transfers, and compensation changes.
- Performance and corrective-action documentation.
- Terminations and offboarding.
We'll add each as separate
- .
Similarly for "Help Us Build Better" items we already have.
Now Requirements section:
Requirements
- 3–5 years of progressive Human Resources experience, ideally in an HR Generalist, HR Operations, or HR Manager role.
- Hands-on payroll processing experience required.
- Experience independently managing or significantly supporting the payroll process.
- Experience supporting employees throughout the full employment lifecycle.
- Experience supporting a multi-unit or multi-location workforce strongly preferred.
- Experience working with high-volume hourly employee populations preferred.
- Working knowledge of Form I-9 requirements and employment documentation.
- Experience with HRIS, payroll, and timekeeping systems; Paylocity experience is a plus.
- Working knowledge of federal, state, and local employment practices.
- Strong organizational skills and attention to detail.
- Ability to manage multiple priorities and follow issues through completion.
- Sound judgment and discretion when handling confidential employee information.
- Strong written and verbal communication skills.
- A collaborative, service-oriented approach to HR.
- Experience in food production, hospitality, manufacturing, distribution, or a similar operational environment is a plus.
- Bilingual English/Spanish strongly preferred.
Benefits section:
Benefits
- Paid Time Off (PTO)
- 401(k) retirement plan
- Commuter benefits
Pay section:
Pay
$90,000–$110,000 annually
Schedule section:
Schedule
Full-Time, Exempt
We might also include "Experience: 3–5 years" but that's already in Requirements.
Now ensure we didn't miss any substantive info: The "What Success Looks Like" paragraph: "Success in this role means becoming a trusted and dependable HR partner for our employees, managers, and leadership team. We are looking for someone who can keep payroll and HR operations running accurately, respond to employee needs, support managers, identify risks, and bring greater organization and consistency to our People practices. Most Importantly, We Want Someone Who Is Comfortable Taking Ownership. When You Identify An Issue, We Want You To Be Able To Say “I see the issue. Here’s what I learned, here’s what I recommend, and here’s how I can help us get it done.” If you enjoy solving problems, supporting people, building better processes, and having a meaningful impact on a growing organization, we'd love to meet you."
This is substantive; we could include it under About the role or maybe a separate section like "What Success Looks Like". But spec says we should prefer few substantive sections over many thin ones. We could incorporate this into About the role paragraph as additional prose. That would preserve info.
Thus About the role paragraph can be extended to include that.
Let's craft About the role paragraph:
"Kommissary is looking for a hands-on, solutions-oriented HR Manager to support our growing multi-location operation. This role is ideal for an HR professional who enjoys being close to the business, building relationships with employees and managers, solving problems, and creating structure. The HR Manager will oversee the day-to-day employee experience while taking direct ownership of payroll, HR operations, employee relations, compliance, and the employee lifecycle. This is not simply an administrative HR position. We are looking for someone who can work independently, identify what needs attention, take initiative, and partner with leadership to build stronger and more consistent People practices. Success in this role means becoming a trusted and dependable HR partner for our employees, managers, and leadership team. We are looking for someone who can keep payroll and HR operations running accurately, respond to employee needs, support managers, identify risks, and bring greater organization and consistency to our People practices. Most importantly, we want someone who is comfortable taking ownership: when you identify an issue, you can say “I see the issue. Here’s what I learned, here’s what I recommend, and here’s how I can help us get it done.” If you enjoy solving problems, supporting people, building better processes, and having a meaningful impact on a growing organization, we'd love to meet you."
That covers.
Now ensure we didn't include
About the role
...
Responsibilities
- Process payroll accurately and on time from beginning to end.
- Review timecards, hours, pay rates, deductions, PTO, sick time, and payroll changes.
- Research and resolve payroll discrepancies.
- Maintain accurate employee information in HR, payroll, and timekeeping systems.
- Process changes related to new hires, promotions, compensation, benefits, leaves, and separations.
- Respond to employee payroll and HR questions.
- Partner with Finance and leadership to improve payroll processes and controls.
- Maintain organized and accurate employee records.
- Support employees and managers throughout the full employment lifecycle, including: recruiting and hiring; offers and pre-employment requirements; new-hire onboarding; HRIS and employee record administration; benefits and leave coordination; promotions, transfers, and compensation changes; performance and corrective-action documentation; terminations and offboarding.
- Serve as an accessible and trusted HR partner to employees and managers across locations.
- Build strong relationships with employees, managers, and leadership.
- Respond to employee questions and workplace concerns.
- Coach managers through performance, attendance, and employee-relations matters.
- Support workplace investigations and corrective-action processes.
- Help managers strengthen their people-management skills.
- Handle confidential and sensitive matters with professionalism, consistency, and discretion.
- Spend time with operational teams to understand their day-to-day needs and challenges.
- Own the ongoing Form I-9 process for new hires.
- Ensure I-9 documentation is completed accurately and on time.
- Maintain organized I-9 records and monitor required reverifications.
- Support ongoing I-9 compliance following any separate historical audit or remediation project.
- Help maintain compliance with applicable federal, state, and local employment requirements.
- Identify documentation or compliance gaps and work with leadership to address them.
- Identify opportunities to make HR processes more organized, efficient, and scalable.
- Create HR checklists, templates, and standard operating procedures.
- Improve onboarding and offboarding processes.
- Reduce unnecessary manual work.
- Improve employee record accuracy.
- Create greater consistency across locations.
- Strengthen communication between HR, Payroll, Finance, Operations, managers, and employees.
- for any list of duties/requirements/benefits. It didn't forbid nested lists? Safer to keep flat list items; we can include the sub-items as separate list items. Let's break out the lifecycle items: - Recruiting and hiring. - Offers and pre-employment requirements. - New-hire onboarding. - HRIS and employee record administration. - Benefits and leave coordination. - Promotions, transfers, and compensation changes. - Performance and corrective-action documentation. - Terminations and offboarding. We'll add each as separate
- .
Similarly for "Help Us Build Better" items we already have.
Now Requirements section:
Requirements
- 3–5 years of progressive Human Resources experience, ideally in an HR Generalist, HR Operations, or HR Manager role.
- Hands-on payroll processing experience required.
- Experience independently managing or significantly supporting the payroll process.
- Experience supporting employees throughout the full employment lifecycle.
- Experience supporting a multi-unit or multi-location workforce strongly preferred.
- Experience working with high-volume hourly employee populations preferred.
- Working knowledge of Form I-9 requirements and employment documentation.
- Experience with HRIS, payroll, and timekeeping systems; Paylocity experience is a plus.
- Working knowledge of federal, state, and local employment practices.
- Strong organizational skills and attention to detail.
- Ability to manage multiple priorities and follow issues through completion.
- Sound judgment and discretion when handling confidential employee information.
- Strong written and verbal communication skills.
- A collaborative, service-oriented approach to HR.
- Experience in food production, hospitality, manufacturing, distribution, or a similar operational environment is a plus.
- Bilingual English/Spanish strongly preferred.
Benefits
- Paid Time Off (PTO)
- 401(k) retirement plan
- Commuter benefits
Pay
$90,000–$110,000 annually
Schedule section:Schedule
Full-Time, Exempt
We might also include "Experience: 3–5 years" but that's already in Requirements. Now ensure we didn't miss any substantive info: The "What Success Looks Like" paragraph: "Success in this role means becoming a trusted and dependable HR partner for our employees, managers, and leadership team. We are looking for someone who can keep payroll and HR operations running accurately, respond to employee needs, support managers, identify risks, and bring greater organization and consistency to our People practices. Most Importantly, We Want Someone Who Is Comfortable Taking Ownership. When You Identify An Issue, We Want You To Be Able To Say “I see the issue. Here’s what I learned, here’s what I recommend, and here’s how I can help us get it done.” If you enjoy solving problems, supporting people, building better processes, and having a meaningful impact on a growing organization, we'd love to meet you." This is substantive; we could include it under About the role or maybe a separate section like "What Success Looks Like". But spec says we should prefer few substantive sections over many thin ones. We could incorporate this into About the role paragraph as additional prose. That would preserve info. Thus About the role paragraph can be extended to include that. Let's craft About the role paragraph: "Kommissary is looking for a hands-on, solutions-oriented HR Manager to support our growing multi-location operation. This role is ideal for an HR professional who enjoys being close to the business, building relationships with employees and managers, solving problems, and creating structure. The HR Manager will oversee the day-to-day employee experience while taking direct ownership of payroll, HR operations, employee relations, compliance, and the employee lifecycle. This is not simply an administrative HR position. We are looking for someone who can work independently, identify what needs attention, take initiative, and partner with leadership to build stronger and more consistent People practices. Success in this role means becoming a trusted and dependable HR partner for our employees, managers, and leadership team. We are looking for someone who can keep payroll and HR operations running accurately, respond to employee needs, support managers, identify risks, and bring greater organization and consistency to our People practices. Most importantly, we want someone who is comfortable taking ownership: when you identify an issue, you can say “I see the issue. Here’s what I learned, here’s what I recommend, and here’s how I can help us get it done.” If you enjoy solving problems, supporting people, building better processes, and having a meaningful impact on a growing organization, we'd love to meet you." That covers. Now ensure we didn't include