Human Resources Manager

Responsibilities:

Planning

• Collaborate with senior leadership to align workforce planning recruiting retention and employee-development strategies with company goals.

• Establish HR processes systems and documentation that can scale with company growth.

• Provide leadership with appropriate workforce metrics (KPIs) and recommendations

• Monitor workforce trends and recommend proactive staffing and retention strategies

• Develops and implements departmental budget. (Blue indicates potential growth responsibility)

Recruitment & Onboarding

• Develop recruiting strategies that support company growth and workforce needs.

• Partner with hiring managers to develop job descriptions coordinate candidate screening and interviews and support consistent selection practices

• Coordinate pre-employment activities onboarding orientation and employment documentation.

• Manage employee offboarding including exit interviews documentation benefits coordination and internal notifications

• Manage recruitment efforts through career fairs.

• Evaluate recruiting and onboarding effectiveness and recommend improvements

Employee Relations

• Support a positive workplace culture.

• Serve as a confidential and approachable resource for employees and managers

• Provide guidance on employee-relations matters facilitate conflict resolution respond to employee concerns and coordinate fair and appropriately documented workplace investigations.

• Coach managers on communication employee engagement documentation and consistent policy application.

Compensation Benefits & Payroll

• Administer or oversee payroll processes including employee changes deductions reporting and coordination with payroll providers

• Lead employee health/retirement benefit programs through annual renewals and enrolling team members.

• Maintain accurate employee records within the HRIS and related systems

• Conduct and maintain market compensation benchmarking.

Compliance & Policy

• Monitor applicable employment-law developments and recommend policy or process changes.

• Maintain legally required employee records notices and documentation.

• Coordinate required reporting and compliance activities.

• Support workplace safety leave administration accommodations and workers compensation processes as applicable.

• Review the employee handbook regularly and recommend updates when business or legal requirements change

Performance Training & Development

• Manage the companys performance-management cycle including goal setting midyear discussions year-end reviews and related documentation.

• Partner with technical and business leaders to identify training and professional-development needs.

• Track completion and effectiveness of and company-sponsored training.

• Coordinate leadership development mentoring and career-path initiatives.

• Support succession planning and workforce continuity efforts for key roles.

Requirements:

• Education: Bachelors degree in Human Resources Business Administration or a related field.

• Experience: Minimum of 5 years of progressive responsibility HR experience but 7-10 years of experience is preferred

• Certifications: SHRM-CP SHRM-SCP PHR SPHR or equivalent HR certification preferred or the ability to obtain certification within an established period after hire.

• Proficiency with Microsoft Word Excel Outlook and other relevant business systems. Proficiency in HRIS platforms.

• Strong working knowledge of employment laws HR practices and confidential recordkeeping requirements.

• Sound judgment and the ability to handle sensitive information with discretion.

• Strong employee-relations conflict-resolution and problem-solving skills.

• Ability to communicate clearly and professionally with employees managers senior leaders and external partners.

• Strong organization documentation and project-management skills and high attention to detail.

• Ability to prioritize competing responsibilities and meet deadlines with limited supervision.

• Collaborative service-oriented approach with the confidence to provide candid and practical guidance.

• Ability to adapt HR practices to the evolving needs of the organization.