HR Manager

Key Responsibilities

• HR Administration, Compliance & Process Improvement
• Oversee daily HR operations, including benefits administration, employee and payroll-related changes, HRIS data, and records management.
• Lead and facilitate the annual performance review cycle, including timelines, manager guidance, completion tracking, and documentation consistency.
• Develop, implement, and improve HR procedures, training, templates, workflows, and operational controls.
• Conduct periodic audits of HR records, documentation, and processes to ensure compliance, accuracy, and consistency.
• Identify compliance risks, operational gaps, and process inefficiencies; implement practical solutions and elevate material compliance, cost, policy, or organizational matters to the HR Director.
• Ensure HR programs, communications, and guidance consistently support both on-site and remote employees.

HR Team Leadership & Operations

• Lead and develop 1-3 direct reports by setting priorities, assigning work, coaching performance, developing talent, and building accountability.
• Establish expectations for responsiveness, service quality, documentation standards, and compliance.
• Oversee workload distribution, case management, and escalated matters to ensure timely, accurate, and consistent support.
• Monitor team performance, identify development opportunities, and implement process improvements to enhance effectiveness.
• Independently resolve routine HR matters and appropriately escalate those involving significant risk, cost, executive employees, legal exposure, or material policy considerations.

Benefits Administration & Enrollment

• Own administration of new-hire benefits enrollment, including eligibility verification, employee education, enrollment processing, and payroll deduction coordination.
• Lead annual open enrollment, including employee communications, education, enrollment support, and data validation.
• Serve as the primary day-to-day contact for employee benefits questions, enrollment changes, and administrative issues.
• Maintain benefits utilization, employee feedback, and administrative trends and provide recommendations for program improvements.

Recruiting & Onboarding

• Oversee workforce planning, recruiting strategy, selection practices, and full-cycle recruiting operations.
• Directly manage executive, leadership, specialized, and other high-impact searches.
• Evaluate recruiting effectiveness, staffing trends, and workforce needs and recommend improvements.
• Lead onboarding and orientation processes to ensure a compliant, organized, and engaging new-hire experience.
• Ensure recruiting, hiring, and onboarding practices align with company standards, compliance requirements, and workforce objectives.

Leave, Accommodations & Workers’ Compensation

• Oversee timely, compliant administration of leave programs and accommodation requests while ensuring a consistent and well-documented interactive process.
• Independently manage complex, escalated, or high-risk leave and accommodation matters.
• Oversee workers' compensation reporting, carrier communication, claim administration, and return-to-work planning.

Employee Relations, Discipline & Investigations

• Advise leaders on employee relations, attendance, performance management, corrective action, policy interpretation, and workplace concerns.
• Independently lead complex workplace investigations, including planning, interviews, evidence review, factual analysis, findings, and recommendations.
• Ensure investigations are timely, impartial, confidential, well-documented, and evidence based.
• Identify and mitigate employee relations, compliance, and workplace risks through proactive consultation and problem-solving.
• Escalate conflicts, privilege concerns, retaliation risks, executive involvement, or other matters requiring reassignment, legal guidance, to the HR Director.

Compensation & Workforce Analysis

• Analyze market pay, internal equity, pay compression, job comparisons, salary ranges, workforce trends, and proposed compensation changes.
• Conduct job evaluations and support maintenance of compensation structures and job architecture.
• Prepare data-supported options, business impacts, risk assessments, and recommendations for review by the HR Director and leadership.
• Accurately implement approved compensation decisions and related documentation.

Minimum Qualifications

• 5+ years of progressive, broad-based HR experience, including leave and accommodations, employee relations, discipline, investigations, recruiting, onboarding, and workers’ compensation.
• 2+ years of direct HR supervision, including coaching, workload management, performance, and development.
• Bachelor’s degree in human resources, business administration, or a related field preferred; equivalent experience considered.
• Demonstrated experience applying federal and multi-state employment requirements to operational decisions.
• Experience using HRIS and workforce data to identify trends, audit accuracy, manage risk, and support recommendations.
• Proficiency in Microsoft Office Suite.
• Ability to travel as needed.