HR Manager

The HR Director is responsible for the overall Human Resources function and serves as the organization’s primary HR resource. This is a hands-on, full-scope HR role responsible for managing day-to-day HR operations while partnering with senior leadership and managers on employee and organizational needs.

Core Responsibilities

• Manage all day-to-day HR activities, processes, systems, records, and employee support.
• Serve as the primary resource for employee relations matters, including performance management, coaching, investigations, disciplinary actions, conflict resolution, and workplace concerns.
• Ensure compliance with federal, state, and local employment laws and regulations and maintain required HR documentation, policies, postings, and reporting.
• Manage the full recruitment process, including job descriptions, sourcing, interviewing, selection, offer letters, background checks, onboarding, and recruiting partnerships.
• Manage new hire orientation, onboarding, employment documentation, employee transfers, terminations, exit interviews, and offboarding requirements.
• Manage all employee benefit programs, including Open Enrollment, benefit changes, renewals, vendor relationships, employee questions, COBRA, and monthly reconciliation.
• Manage FMLA, ADA accommodations, workers’ compensation, leaves of absence, and other employee leave matters.
• Partner with payroll and finance on payroll administration, employee payroll questions, compensation reviews, salary analysis, and related reporting.
• Manage the HRIS and related HR technology, including employee data, system administration, reporting, training, and process improvements.
• Support managers with performance evaluations, coaching, goal-setting, corrective action, and employee development.
• Conduct engagement surveys, analyze feedback, identify trends, and implement initiatives that support employee engagement, retention, and organizational culture.
• Develop, update, communicate, and administer HR policies, procedures, programs, and the Employee Handbook.
• Prepare and analyze HR reports and workforce data to identify trends and provide leadership with meaningful information for decision-making.
• Serve as a trusted HR advisor and resource to managers and leadership on employee issues, policies, employment practices, and organizational needs.
• Manage relationships with benefits brokers, HRIS providers, recruiting vendors, and other HR-related service providers.
• Coordinate and facilitate HR-related training, new hire orientation, manager training, and employee development initiatives.
• Develop and distribute employee communications regarding benefits, policies, HR programs, compliance, and organizational updates.

Knowledge & Qualifications

• Strong knowledge of HR processes, policies, and best practices.
• Proficiency with HRIS, payroll, Microsoft Office, and other business technology.

Skills & Abilities

• Excellent written and verbal communication skills.
• Strong interpersonal and relationship-building skills with the ability to work effectively with all levels of the organization.
• Excellent problem-solving, critical-thinking, and decision-making skills.
• Strong attention to detail and commitment to accuracy.
• Ability to maintain strict confidentiality and exercise sound judgment.
• Self-motivated, proactive, organized, and results-oriented.
• Strong customer service mindset and ability to build trust with employees and leaders.

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.
• 4+ years of progressive HR experience, including at least 2 years in a management or leadership role.
• PHR, SHRM-CP, or SHRM-SCP certification preferred.
• ADP/ADP Workforce Now experience preferred.