Human Resources Manager

About the role

The Human Resources Manager is a hands-on, people-first leader who manages the day-to-day operations of the HR department while owning critical functions that directly impact employee experience and/or organizational health.

Responsibilities

• Serve as the primary point of contact for employee relations matters including complex or sensitive employee/management concerns (performance, conduct, policy violations, interpersonal conflict, harassment/discrimination, etc.), and disciplinary actions.
• Conduct prompt, thorough, and well-documented investigations; interview involved parties; gather evidence; assess credibility; and prepare findings and recommendations.
• Manage the full disciplinary process, from verbal counseling through written warnings/corrective action plans to termination, ensuring consistency, fairness, and legal defensibility.
• Advise and coach managers, supervisors, and field leaders on handling difficult employee situations, performance concerns, and corrective conversations.
• Conduct regular stay interviews (employee check-ins) to evaluate employee engagement, identify potential retention risks, and collect actionable insights to enhance team culture, leadership effectiveness, and day-to-day work experiences.
• Manage the full termination process end to end, including documentation, coordination with leadership, offboarding processes, exit interviews, and ensuring legal and policy compliance.
• Share insights from check-ins, terminations, and exit interviews with the People Strategy Manager and HR Director to support alignment on strategy.
• Recommend systemic improvements to the HR Director and People Strategy Manager to reduce risk and improve culture.

Benefits & 401(k) Administration

• Provide oversight of or serve as primary benefits administrator, including all health-related insurance, Employee Assistance Program (EAP), retirement plans, leave management, and other employee programs; manage all communications and execution functions.
• Aid Payroll to ensure ACA compliance.
• Administer 401(k) retirement plan operations, including enrollments, timely distribution, and loan coordination; work closely with third-party administrator and financial advisor.
• Coordinate and manage annual 401(k) audits, including preparation of required documentation, liaison with auditors and CFO.
• Maintain accurate benefits documentation, employee communication, and audit-ready records.
• Respond to inquiries regarding benefits coverage, eligibility, enrollment, and life events in a timely and professional manner.
• Ensure compliance with ACA, ERISA, COBRA, HIPAA, and other applicable federal and state benefit regulations.
• Oversee leave administration programs (FMLA, state leave, company leave) including tracking, documentation, coordination with payroll, and communication with employees and supervisors.

Team Supervision & Development

• Directly supervise applicable HR personnel providing day-to-day direction, support, and accountability.
• Assess current skill and knowledge gaps and create development plans (30-60-90 days) and targeted training to build competency.
• Provide ongoing coaching, mentoring, and feedback; conduct regular 1-2-1’s and performance reviews as required.
• Establish clear performance expectations and hold team members accountable through consistent follow-up and documented performance management.
• Foster a positive, collaborative, high accountability team culture that emphasizes ownership, initiative, and continuous improvement.
• Consistently assess workload and recommend additional staffing needs to the HR Director.

Operational HR Support

• Provide oversight and quality assurance for compliance activities managed by the HR team, including I-9 audits, PolicyTech acknowledgments, employee records integrity, and regulatory reporting (EEO-1, VETS-4212, and Disability).
• Support the HR Director with preparation and coordination of external audits.
• Aid in policy and procedure development, revisions, and implementation as needed.
• Ensure HR systems and records are accurate, up to date, and audit ready.
• Participate in year-end compensation processes, annual reviews, and other HR initiatives.
• Aid in Workers’ Compensation claims, as needed.
• Support HR Generalist I in background checks and escalations.

Core Competencies & Additional Responsibilities

• Assist with HR reporting and recordkeeping accuracy across HR systems to ensure audit readiness.
• Execute or assist with HR and Employee Programs initiatives and priorities as assigned by the HR Director.
• Create and maintain Standard Operating Procedures (SOPs) for assigned tasks/areas.
• Participate in team cross-training and serve as a backup for various HR roles and responsibilities.
• Maintain a high level of organization and attention to detail.

Physical Demands

• Long hours sitting, using a computer, standing, pulling/pushing, walking, lifting, and climbing.

Flexible Schedule Required

To accommodate varying availability.

Travel May Be Required

As needed.