HR Manager

Our Billings Montana office is currently seeking a full-time HR Manager.

This is an on-site position in Billings MT.

Were looking for an experienced and approachable HR Manager to lead day-to-day HR operations support and develop our HR team and serve as a trusted resource for leaders and employees across our on-site and remote workforce. This is a hands-on working-manager position not a primarily administrative or consultative role. The HR Manager is expected to independently evaluate facts apply policy and employment-law requirements determine appropriate next steps within delegated authority document the basis for decisions and drive matters to completion.

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.
• Monitor 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.

KEY SKILLS:

• Proven HR team leadership coaching delegation accountability and employee development.
• Broad knowledge of recruiting onboarding benefits administration employee relations leave administration accommodations workers compensation performance management discipline and investigations.
• Strong knowledge of federal and multi-state employment laws and the ability to translate requirements into practical guidance.
• Exceptional attention to detail and commitment to accuracy in documentation communication reporting and compliance activities.
• Strong judgment discretion neutrality and documentation practices when managing sensitive matters.
• Ability to independently research issues analyze information evaluate risks and develop practical recommendations.
• Strong investigation analytical communication organization and conflict-resolution skills.
• Ability to identify risks operational gaps and potential issues before they escalate.
• Ability to balance operational oversight team development employee advocacy compliance obligations and business needs.
• Proven ability to manage competing priorities shifting deadlines and multiple complex cases simultaneously.
• Team-oriented proactive resourceful and service-focused with a strong sense of ownership and follow-through.

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 supervisionincluding coaching workload management performance and development.
• Bachelors 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.

PHYSICAL REQUIREMENTS:

• Prolonged periods of sitting.
• Perform repetitive tasks such as typing and clicking.
• Must be able to lift and move light items up to 20 pounds at times.
• Must be able to bend reach push pull lift and sit.

The physical demands are representative of those that must be met to successfully perform the essential functions of the job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

BENEFITS:

The company offers a comprehensive benefits package including:

• Medical dental and vision.
• Voluntary life accident critical illness hospital indemnity and short-term disability.
• Vacation sick and floating holidays.
• Employee assistance program.
• Paid parental leave.
• 401(k) retirement plan.

DISCLAIMER:
This is not meant to be an all-inclusive list of duties and responsibilities for this position but constitutes a general definition of the positions scope and function.

EQUAL OPPORTUNITY EMPLOYER:
We are an equal opportunity employer and value diversity at all levels of the organization. All qualified applicants will receive consideration for employment without regard to race color religion sex national origin age disability veteran status sexual orientation gender identity or any other legally protected status.

If you require a reasonable accommodation to complete the application or interview process please contact us at