Human Resources Manager (51431)

We need to output HTML fragment with sections: About the role? Actually we have Position Summary, Key Responsibilities, Required Qualifications & Requirements, Benefits, Success Measures maybe. Also maybe "Why work here" could be part of About the role? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. Thus we need to extract sections: About the role (maybe Position Summary), Responsibilities (Key Responsibilities), Requirements (Required Qualifications & Requirements), Benefits (Benefits). Also maybe Success Measures could be a section? Not in list but could be considered as part of Requirements? It's separate but not in the example headings; but we could include as a section if it has substantive content. The instruction says prefer a few substantive sections over many thin ones. Could combine Success Measures into Requirements or maybe as its own section "Performance Expectations". But not in given examples; but we can still create a heading if we think it's appropriate. However they said use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). That list is examples, not exclusive. So we can add other headings if needed. We must remove EEO statement (legal boilerplate). Also remove "Why work here" maybe we can incorporate into About the role? Actually "Why work here" is a paragraph describing culture; could be part of About the role or separate section "About Gradian". But we need to preserve all substantive information. So we should include that content somewhere. Perhaps as a paragraph under About the role (or a separate "About Gradian" section). Since they said About the role is an example heading; we could use that for the Position Summary + Why work here combined. Let's structure:

  About the role

  Position Summary ... plus Why work here paragraph.

  Then Responsibilities:

  Responsibilities

  • ...
  ... each bullet from Key Responsibilities. Then Requirements:

  Requirements

  • ...
  for each bullet from Required Qualifications & Requirements. Then Benefits:

  Benefits

  • ...
  for each benefit listed. We could also include Success Measures as a section maybe "Performance Expectations". But we could incorporate into Requirements or Responsibilities? It's about metrics; maybe better as its own section "Success Measures". Since it's substantive, we should include. The instruction says prefer a few substantive sections over many thin ones; but we already have 4 sections; adding a fifth may be okay if it's substantive. However we could fold Success Measures into Requirements as "Success Measures" bullet? But they are not qualifications; they are outcomes. Might be better as its own section. Let's see content: Success Measures list: - Employee and manager satisfaction meet targets. - Time-to-fill and new hire retention goals achieved with Talent Acquisition. - Voluntary turnover maintained within organizational targets. - Performance reviews completed on time. - Benefits and payroll inquiries resolved within service expectations. - Successful implementation of HR projects and compliance objectives. These are specific; we can make a section "Success Measures". Thus final sections: About the role, Responsibilities, Requirements, Benefits, Success Measures. We must not include Pay or Schedule as they are not present. Now we need to ensure we remove duplicated lines, boilerplate. Also remove EEO statement. Also remove any navigation etc. Not present. Now we need to preserve all substantive information: The Position Summary paragraph includes: "The Human Resources Manager serves as a strategic and operational partner supporting employees, managers, and organizational objectives through delivery of HR programs and services. This role provides broad HR generalist support across employee relations, talent acquisition, performance management, engagement, benefits, payroll, compliance, training, and organizational development. The position partners closely with HR Centers of Excellence including Talent Acquisition, Benefits, Payroll, Compensation, and Learning & Development." Why work here paragraph: "At Gradian, you'll work alongside others who get genuinely fired up by complex problems, see your work go from first sketch to job site in weeks, not years, and know that while we're developing the technologies critical for AI infrastructure to scale, our culture remains people-first by design. It is core to our identity that we operate as one team — driving to win together, energizing others, and building lasting relationships that make the work fun and rewarding." We'll combine them. Now Responsibilities bullet list: Let's extract each bullet from "Key Responsibilities". The text includes multiple paragraphs each starting with a bold heading? Actually they are sentences with bold headings? Let's parse: "Employee and Manager Support Serve as the primary HR partner and first point of contact for employees and people leaders, providing timely guidance on HR policies, procedures, workplace expectations, and employee lifecycle matters.Coach managers on performance management, corrective action, employee relations concerns, investigations, conflict resolution, workforce planning, and leadership practices that promote accountability and engagement.Respond to employee questions regarding policies, workplace concerns, and other HR programs; escalate complex matters to the appropriate Centers of Excellence as needed.Support employee engagement, retention, and culture-building efforts by identifying workforce trends, recommending practical solutions, and partnering with leaders to improve the employee experience.Provide guidance during organizational changes, role transitions, and team restructuring activities to help ensure consistent communication, fair practices, and smooth implementation." That seems like a single paragraph with multiple sentences but no clear bullet separation. However we can split into logical bullet points: maybe each sentence after a period is a separate duty. But we need to preserve all info; we can keep as a single
  • with multiple sentences? The instruction: Use
    • for any list of duties/requirements/benefits. If the posting doesn't have explicit bullet list, we still need to create list items for each duty. We can infer separate duties by the sentences. Let's break: - Serve as the primary HR partner and first point of contact for employees and people leaders, providing timely guidance on HR policies, procedures, workplace expectations, and employee lifecycle matters. - Coach managers on performance management, corrective action, employee relations concerns, investigations, conflict resolution, workforce planning, and leadership practices that promote accountability and engagement. - Respond to employee questions regarding policies, workplace concerns, and other HR programs; escalate complex matters to the appropriate Centers of Excellence as needed. - Support employee engagement, retention, and culture-building efforts by identifying workforce trends, recommending practical solutions, and partnering with leaders to improve the employee experience. - Provide guidance during organizational changes, role transitions, and team restructuring activities to help ensure consistent communication, fair practices, and smooth implementation. Next section "Partnership with HR COEs": bullet points: - Coordinate with Talent Acquisition on workforce needs, requisition intake, interview processes, candidate experience, offer alignment, and effective onboarding of new employees. - Coordinate with Benefits, Payroll, Compensation, and Leave teams to resolve employee and manager issues, ensure accurate administration of programs, and communicate changes or updates clearly to stakeholders. - Facilitate implementation of enterprise HR initiatives, provide site and business feedback to HR Centers of Excellence, and ensure local execution aligns with company standards and operational needs. - Collaborate with Learning & Development to identify training needs, coordinate participation in required programs, and support leadership development, compliance training, and employee capability-building efforts. Next "Compliance and Operations": - Ensure compliance with applicable federal, state, and local employment laws, company policies, internal controls, and required reporting obligations, including consistent application of HR practices across the site. - Maintain accurate HR records, support internal and external audits, prepare workforce reports, analyze HR metrics, and use data to identify risks, trends, and opportunities for process improvement. - Administer and improve local HR processes related to onboarding, offboarding, employment changes, policy acknowledgment, documentation, employee communications, and issue tracking. - Lead or support HR projects that improve operational efficiency, strengthen compliance, enhance employee experience, or support broader business objectives. Now Requirements bullet list from "Required Qualifications & Requirements": - Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field required; equivalent combination of education and relevant experience may be considered. - Minimum of 5 years of progressive HR generalist or HR business partner experience, including hands-on support for employees and managers in a fast-paced business environment. - Demonstrated experience providing guidance on employee relations, performance management, corrective action, investigations, workplace conflict, and policy interpretation. - Working knowledge of federal, state, and local employment laws and regulations, including wage and hour, leave administration, anti-discrimination, accommodation, and workplace compliance requirements. - Experience partnering with HR Centers of Excellence such as Talent Acquisition, Benefits, Payroll, Compensation, Learning & Development, and Leave Administration preferred. - Strong interpersonal, coaching, facilitation, problem-solving, and conflict-resolution skills, with the ability to build trust and influence employees and leaders at all levels of the organization. - Ability to handle confidential and sensitive information with professionalism, discretion, sound judgment, and a high degree of integrity. - Proficiency with HRIS platforms, Microsoft Office applications, reporting tools, and employee data analysis; ability to use metrics to identify trends and support business decisions. - SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. Now Benefits bullet list: - Medical, vision, and dental plans - Short-term and long-term disability insurance - Group term life insurance coverage - HSA, FSA, and Dependent Care plans available - 8 paid holidays, 4 floating holidays, and generous PTO policy - 401k matching - Company paid events - Annual safety shoe allowance - Education assistance program Now Success Measures bullet list: - Employee and manager satisfaction meet targets. - Time-to-fill and new hire retention goals achieved with Talent Acquisition. - Voluntary turnover maintained within organizational targets. - Performance reviews completed on time. - Benefits and payroll inquiries resolved within service expectations. - Successful implementation of HR projects and compliance objectives. Now we need to output HTML fragment only. Use

      for each section heading. Use

      for prose (About the role). Use

      • for lists. We must not include any extra text like comments. Let's craft:

        About the role

        The Human Resources Manager serves as a strategic and operational partner supporting employees, managers, and organizational objectives through delivery of HR programs and services. This role provides broad HR generalist support across employee relations, talent acquisition, performance management, engagement, benefits, payroll, compliance, training, and organizational development. The position partners closely with HR Centers of Excellence including Talent Acquisition, Benefits, Payroll, Compensation, and Learning & Development. At Gradian, you'll work alongside others who get genuinely fired up by complex problems, see your work go from first sketch to job site in weeks, not years, and know that while we're developing the technologies critical for AI infrastructure to scale, our culture remains people-first by design. It is core to our identity that we operate as one team — driving to win together, energizing others, and building lasting relationships that make the work fun and rewarding.

        Responsibilities