Human Resources Manager

About the role

The Human Resources Manager maintains and enhances the organization’s human resources function by planning, implementing, and evaluating employee relations and HR policies, programs, and practices. This role oversees end-to-end HR operations, including recruitment, onboarding, payroll, benefits administration, employee relations, and compliance, while serving as a trusted partner to leadership and a reliable on-site resource for employees.

Responsibilities

• Manage the full employee acquisition process, including sourcing candidates, coordinating testing, conducting interviews, making hiring recommendations, and overseeing onboarding activities.
• Conduct and analyze exit interviews, identify trends, and recommend improvements to enhance retention and employee engagement.
• Maintain accurate, up-to-date job descriptions for all positions and ensure they comply with relevant federal, state, and local laws.
• Create, review, and update the organization’s compensation strategy using market analysis and pay surveys to help ensure internal equity and external competitiveness.
• Handle investigation and resolution of employee issues, concerns, and conflicts, escalating to leadership when appropriate.
• Provide timely conflict resolution support and involve senior leadership and safety personnel when needed to address workplace issues.
• Ensure all employment practices comply with applicable federal, state, and local regulations, including wage and hour, leave, and anti-discrimination laws.
• Train employees and managers on company policies, procedures, and government regulations, and ensure ongoing awareness and compliance.
• Administer and maintain employee benefits programs, including health and welfare plans, and communicate benefits information clearly to employees.
• Direct the processing of benefit claims and coordinate with third parties as needed to resolve benefits-related questions or issues.
• Design, maintain, and improve human resource recordkeeping systems, including filing and retrieval processes, with clerical support from reception staff.
• Process bi-weekly payroll for up to 100 exempt and non-exempt employees using ADP, ensuring accuracy and timeliness.
• Administer all aspects of payroll records, including earnings, deductions, taxes, and adjustments.
• Enter garnishment requests into the payroll system in a timely manner and respond to related inquiries from authorized parties.
• Calculate and process employee 401(k) deferrals, ensuring participant accounts are funded accurately and on time.
• Respond to employee and manager payroll inquiries, including questions about direct deposit, paychecks, and time off.
• Manage paid leave programs, including Oregon leave laws, by providing required paperwork, processing leave requests, and communicating appropriately with employees and managers.
• Oversee onboarding activities, including new hire paperwork, orientation, and integration into the organization.
• Post open positions and partner with recruiting agencies to support hiring needs across the organization.
• Support performance management processes, including issuing verbal and written warnings and coordinating terminations in alignment with company policy and legal requirements.
• Prepare and file required government reports, such as EEO-1, in accordance with applicable regulations.
• Respond to all verifications of employment and third-party requests in a timely and professional manner.
• Use HR systems and spreadsheets to maintain accurate employee data, update reports, and support HR analytics and reporting needs.
• Exercise sound judgment in identifying potential or actual HR and payroll issues, address them proactively, and elevate matters to leadership when appropriate.
• Provide reliable on-site support to team members coming into the office, serving as a visible and accessible HR resource.
• Collaborate closely with finance and other leadership team members to align HR, payroll, and business objectives.
• Promote and support a culture of engagement, collaboration, and teamwork across the organization.
• Perform other HR-related duties and special projects as assigned.

Essential Skills

• Bachelor’s degree or equivalent work experience in Human Resources, Organizational Development, Labor Relations, Business, or a related field.
• Approximately 3–4 years of human resources experience, including at least 1 year within a manufacturing environment.
• Demonstrated experience in human resources generalist or HR management roles, covering employee relations, benefits, and HR administration.
• Hands-on experience processing bi-weekly payroll, preferably for a workforce of up to 100 employees.
• Proficiency with ADP or similar payroll systems.
• Proficiency with Human Resources Information Systems (HRIS).
• Strong knowledge of hiring practices, human resources management, benefits administration, performance management, and compensation and wage structures.
• Understanding of employment laws and regulations, including laws against harassment and discrimination, and the ability to apply this knowledge in day-to-day decisions.
• Experience administering employee benefits, including enrollment, changes, claims support, and employee education.
• Experience preparing and filing government reports such as EEO-1.
• Experience working closely with finance or payroll teams to align HR and payroll processes.
• Bilingual fluency in Spanish is a strong plus.
• Comfort working independently while also collaborating with leadership and cross-functional teams.
• Ability to exercise sound judgment and initiative when addressing HR and payroll issues.

Additional Skills & Qualifications

• Experience working in a small, growing, or family-oriented company environment.
• Experience fostering a culture of engagement, collaboration, and teamwork.
• Experience designing and refining HR processes, filing systems, and workflows for efficiency and compliance.
• Familiarity with benefits management and benefits-related educational programs for employees.
• Experience working closely with finance or payroll teams to align HR and payroll processes.
• Committed to maintaining confidentiality and handling sensitive information with discretion.