Human Resources Manager
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We must not repeat job title as heading. No Job ID.
We must preserve all substantive information; do not invent or summarize away detail.
We need to include all duties, requirements, benefits, schedule.
Let's extract:
Intro paragraph: "Build Your Career with Corle Building Systems! At Corle Building Systems, we’re more than just a manufacturer—we’re innovators in pre-engineered metal building systems. As an IAS-accredited (USA) and CSA-A660 (Canada) certified company, we design and manufacture rigid-frame clear-span and multiple-span buildings of all sizes, delivering strength, precision, and reliability to every project. We are seeking a proactive, people-focused HR Manager to join our growing team. In this hands-on role, you will support the full employee lifecycle—from recruitment and onboarding through employee relations, performance management, benefits administration, and day-to-day HR operations. You will help attract and retain talent, keep People processes running smoothly, and foster a positive workplace culture while ensuring compliance with employment laws and company policies. This is an on-site position only. Monday–Friday, 7:30 a.m.–4:30 p.m., with a one-hour unpaid lunch. Remote work is not available."
That's prose; could be split into About the role and Schedule? But schedule is within that paragraph. We could separate schedule into its own section.
We need to avoid duplication.
Let's create sections:
About the role
with paragraph(s) describing company and role (excluding schedule maybe). Could include the on-site note? Might be part of schedule.
Better: About the role includes company description and role overview (excluding schedule). Then Schedule section with the schedule details.
Responsibilities: list from "What You’ll Do". That's a list of duties.
Requirements: list from "What You’ll Need". That's a list.
Benefits: list from "Benefits". That's a list.
We must not create Pay section.
We need to ensure we don't include filler like "Competitive wages (pay based on experience)" - we omitted.
Now ensure we preserve all substantive information: company accreditation, IAS-accredited (USA) and CSA-A660 (Canada) certified, design and manufacture rigid-frame clear-span and multiple-span buildings, etc. Also mention proactive, people-focused HR Manager, hands-on role, support full employee lifecycle, attract and retain talent, keep People processes running smoothly, foster positive workplace culture, ensure compliance with employment laws and company policies. Also mention on-site position only (but schedule covers). Also remote work not available.
We need to include that in About the role or maybe a separate note. We'll include in About the role paragraph.
Now format.
We'll produce:
About the role
Build Your Career with Corle Building Systems! At Corle Building Systems, we’re more than just a manufacturer—we’re innovators in pre-engineered metal building systems. As an IAS-accredited (USA) and CSA-A660 (Canada) certified company, we design and manufacture rigid-frame clear-span and multiple-span buildings of all sizes, delivering strength, precision, and reliability to every project. We are seeking a proactive, people-focused HR Manager to join our growing team. In this hands-on role, you will support the full employee lifecycle—from recruitment and onboarding through employee relations, performance management, benefits administration, and day-to-day HR operations. You will help attract and retain talent, keep People processes running smoothly, and foster a positive workplace culture while ensuring compliance with employment laws and company policies. This is an on-site position only; remote work is not available.
Schedule
Monday–Friday, 7:30 a.m.–4:30 p.m., with a one‑hour unpaid lunch.
Responsibilities
- Manage end-to-end recruitment: post jobs, screen candidates, coordinate interviews, and extend offers
- Conduct new-hire orientation and onboarding to ensure a smooth employee experience
- Own and administer the HRIS (system configuration, employee data management, updates, process maintenance, reporting, and data integrity)
- Support performance management cycles, including goal setting, reviews, and development plans
- Handle employee relations matters with professionalism and confidentiality
- Own and manage employee benefits administration, leave management, and annual open enrollment
- Manage required government and regulatory reporting (including ACA and other employment-related filings)
- Ensure compliance with federal, state, and local employment laws (EEO, FMLA, ADA, Child Labor Act, etc.)
- Partner with managers on coaching, policy interpretation, and organizational development initiatives
- Manage, report, and audit unemployment claims
- Prepare HR reports and metrics for leadership as needed
- Coordinate and administer drug testing as required
Requirements
- Minimum of five (5) years of progressive HR experience, including at least three (3) years in an HR Generalist role; experience supporting a production workforce in a manufacturing environment strongly preferred
- Associate’s degree required; bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience) preferred
- Solid working knowledge of federal, state, and local employment laws and HR compliance requirements, with the ability to identify and mitigate employment-related risk
- Experience with HRIS systems (Paycom, Workday, ADP, or similar)
- Excellent written, verbal, presentation, interpersonal, and active-listening skills; ability to communicate effectively and adapt style across all levels of the organization
- Strong leadership, coaching, and collaboration skills; prior supervisory experience preferred
- Proven ability to balance strategic thinking with hands-on execution, manage multiple priorities, and deliver accurate, timely results in a fast-paced environment
- High level of discretion and ability to handle sensitive information
- Strongly Preferred: 1–2 years of hands-on HRIS administration experience with Paycom
- Strongly Preferred: 1–2 years of employee benefits administration experience; CEBS or other relevant benefits/HR certification preferred
- Strongly Preferred: Experience on a lean, fast-moving People or operations team where you wear many hats
- Strongly Preferred: HR certification (SHRM-CP/PHR or SHRM-SCP/SPHR)
Benefits
- Collaborative, inclusive culture with opportunities for growth
- Competitive wages (pay based on experience)
- 100% company-paid employee medical coverage
- Family medical coverage options available
- Vision, dental, and supplemental coverages
- Paid vacation and holidays
- 401(k) plan with up to 4% company match
- Employee referral program
But we omitted Pay section; we included Competitive wages in Benefits list. That's okay because it's a benefit? Actually it's compensation. But we put it under Benefits; maybe better to keep it under Benefits as it's a benefit? The rule: only create Pay/Schedule/Benefits sections if posting actually states them. Benefits section is present. Including compensation under Benefits may be okay but it's not a benefit per se. However we already omitted Pay section; we could keep Competitive wages under Benefits as it's still a statement about compensation. Might be acceptable. Alternatively we could create a Pay section with that line, but risk being considered filler. The line "Competitive wages (pay based on experience)" is somewhat vague but still states something. The rule says avoid placeholder like "commensurate with experience". This is similar but not exactly placeholder; it's stating that wages are competitive and based on experience. I'd lean to include a Pay section with that line, as it's substantive (they mention competitive wages). However the rule says "never create Pay/Schedule/Benefits sections unless the posting actually states them." They do state "Competitive wages (pay based on experience)". So we can create Pay section with that line. That seems okay.
But we must avoid filler like "commensurate with experience". This is not exactly that phrase but similar. I'd say it's okay to include Pay section.
Let's add:
Pay
Competitive wages (pay based on experience)
Now we have Pay section.
Check duplication: we already had Competitive wages in Benefits list; we should remove it from Benefits to avoid duplication. So Benefits list will exclude that line.
Now ensure we haven't missed any substantive info: The intro also mentioned "We are seeking a proactive, people-focused HR Manager to join our growing team." Already in About the role.
Also "In this hands-on role, you will support the full employee lifecycle—from recruitment and onboarding through employee relations, performance management, benefits administration, and day-to-day HR operations." Already in About the role.
Also "You will help attract and retain talent, keep People processes running smoothly, and foster a positive workplace culture while ensuring compliance with employment laws and company policies." Already.
Also "This is an on-site position only. Monday–Friday, 7:30 a.m.–4:30 p.m., with a one-hour unpaid lunch. Remote work is not available." We split schedule and on-site note.
We included on-site note in About the role: "This is an on-site position only; remote work is not available."
Now schedule section: Monday–Friday, 7:30 a.m.–4:30 p.m., with a one‑hour unpaid lunch.
Now responsibilities list: we captured all.
Requirements list: we captured all, including strongly preferred items as separate list items.
Benefits list: we removed Competitive wages line.
Now check for any missed info: "Collaborative, inclusive culture with opportunities for growth" included. "100% company-paid employee medical coverage" included. "Family medical coverage options available" included. "Vision, dental, and supplemental coverages" included. "Paid vacation and holidays" included. "401(k) plan with up to 4% company match" included. "Employee referral program" included.
All
for prose. We must not repeat job title as heading. No Job ID. We must preserve all substantive information; do not invent or summarize away detail. We need to include all duties, requirements, benefits, schedule. Let's extract: Intro paragraph: "Build Your Career with Corle Building Systems! At Corle Building Systems, we’re more than just a manufacturer—we’re innovators in pre-engineered metal building systems. As an IAS-accredited (USA) and CSA-A660 (Canada) certified company, we design and manufacture rigid-frame clear-span and multiple-span buildings of all sizes, delivering strength, precision, and reliability to every project. We are seeking a proactive, people-focused HR Manager to join our growing team. In this hands-on role, you will support the full employee lifecycle—from recruitment and onboarding through employee relations, performance management, benefits administration, and day-to-day HR operations. You will help attract and retain talent, keep People processes running smoothly, and foster a positive workplace culture while ensuring compliance with employment laws and company policies. This is an on-site position only. Monday–Friday, 7:30 a.m.–4:30 p.m., with a one-hour unpaid lunch. Remote work is not available." That's prose; could be split into About the role and Schedule? But schedule is within that paragraph. We could separate schedule into its own section. We need to avoid duplication. Let's create sections:
About the role
with paragraph(s) describing company and role (excluding schedule maybe). Could include the on-site note? Might be part of schedule. Better: About the role includes company description and role overview (excluding schedule). Then Schedule section with the schedule details. Responsibilities: list from "What You’ll Do". That's a list of duties. Requirements: list from "What You’ll Need". That's a list. Benefits: list from "Benefits". That's a list. We must not create Pay section. We need to ensure we don't include filler like "Competitive wages (pay based on experience)" - we omitted. Now ensure we preserve all substantive information: company accreditation, IAS-accredited (USA) and CSA-A660 (Canada) certified, design and manufacture rigid-frame clear-span and multiple-span buildings, etc. Also mention proactive, people-focused HR Manager, hands-on role, support full employee lifecycle, attract and retain talent, keep People processes running smoothly, foster positive workplace culture, ensure compliance with employment laws and company policies. Also mention on-site position only (but schedule covers). Also remote work not available. We need to include that in About the role or maybe a separate note. We'll include in About the role paragraph. Now format. We'll produce:About the role
Build Your Career with Corle Building Systems! At Corle Building Systems, we’re more than just a manufacturer—we’re innovators in pre-engineered metal building systems. As an IAS-accredited (USA) and CSA-A660 (Canada) certified company, we design and manufacture rigid-frame clear-span and multiple-span buildings of all sizes, delivering strength, precision, and reliability to every project. We are seeking a proactive, people-focused HR Manager to join our growing team. In this hands-on role, you will support the full employee lifecycle—from recruitment and onboarding through employee relations, performance management, benefits administration, and day-to-day HR operations. You will help attract and retain talent, keep People processes running smoothly, and foster a positive workplace culture while ensuring compliance with employment laws and company policies. This is an on-site position only; remote work is not available.
Schedule
Monday–Friday, 7:30 a.m.–4:30 p.m., with a one‑hour unpaid lunch.
Responsibilities
- Manage end-to-end recruitment: post jobs, screen candidates, coordinate interviews, and extend offers
- Conduct new-hire orientation and onboarding to ensure a smooth employee experience
- Own and administer the HRIS (system configuration, employee data management, updates, process maintenance, reporting, and data integrity)
- Support performance management cycles, including goal setting, reviews, and development plans
- Handle employee relations matters with professionalism and confidentiality
- Own and manage employee benefits administration, leave management, and annual open enrollment
- Manage required government and regulatory reporting (including ACA and other employment-related filings)
- Ensure compliance with federal, state, and local employment laws (EEO, FMLA, ADA, Child Labor Act, etc.)
- Partner with managers on coaching, policy interpretation, and organizational development initiatives
- Manage, report, and audit unemployment claims
- Prepare HR reports and metrics for leadership as needed
- Coordinate and administer drug testing as required
Requirements
- Minimum of five (5) years of progressive HR experience, including at least three (3) years in an HR Generalist role; experience supporting a production workforce in a manufacturing environment strongly preferred
- Associate’s degree required; bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience) preferred
- Solid working knowledge of federal, state, and local employment laws and HR compliance requirements, with the ability to identify and mitigate employment-related risk
- Experience with HRIS systems (Paycom, Workday, ADP, or similar)
- Excellent written, verbal, presentation, interpersonal, and active-listening skills; ability to communicate effectively and adapt style across all levels of the organization
- Strong leadership, coaching, and collaboration skills; prior supervisory experience preferred
- Proven ability to balance strategic thinking with hands-on execution, manage multiple priorities, and deliver accurate, timely results in a fast-paced environment
- High level of discretion and ability to handle sensitive information
- Strongly Preferred: 1–2 years of hands-on HRIS administration experience with Paycom
- Strongly Preferred: 1–2 years of employee benefits administration experience; CEBS or other relevant benefits/HR certification preferred
- Strongly Preferred: Experience on a lean, fast-moving People or operations team where you wear many hats
- Strongly Preferred: HR certification (SHRM-CP/PHR or SHRM-SCP/SPHR)
Benefits
- Collaborative, inclusive culture with opportunities for growth
- Competitive wages (pay based on experience)
- 100% company-paid employee medical coverage
- Family medical coverage options available
- Vision, dental, and supplemental coverages
- Paid vacation and holidays
- 401(k) plan with up to 4% company match
- Employee referral program
Pay
Competitive wages (pay based on experience)
Now we have Pay section. Check duplication: we already had Competitive wages in Benefits list; we should remove it from Benefits to avoid duplication. So Benefits list will exclude that line. Now ensure we haven't missed any substantive info: The intro also mentioned "We are seeking a proactive, people-focused HR Manager to join our growing team." Already in About the role. Also "In this hands-on role, you will support the full employee lifecycle—from recruitment and onboarding through employee relations, performance management, benefits administration, and day-to-day HR operations." Already in About the role. Also "You will help attract and retain talent, keep People processes running smoothly, and foster a positive workplace culture while ensuring compliance with employment laws and company policies." Already. Also "This is an on-site position only. Monday–Friday, 7:30 a.m.–4:30 p.m., with a one-hour unpaid lunch. Remote work is not available." We split schedule and on-site note. We included on-site note in About the role: "This is an on-site position only; remote work is not available." Now schedule section: Monday–Friday, 7:30 a.m.–4:30 p.m., with a one‑hour unpaid lunch. Now responsibilities list: we captured all. Requirements list: we captured all, including strongly preferred items as separate list items. Benefits list: we removed Competitive wages line. Now check for any missed info: "Collaborative, inclusive culture with opportunities for growth" included. "100% company-paid employee medical coverage" included. "Family medical coverage options available" included. "Vision, dental, and supplemental coverages" included. "Paid vacation and holidays" included. "401(k) plan with up to 4% company match" included. "Employee referral program" included. All