HR Manager

HR Manager

Serves as a strategic and operational HR partner with primary responsibility for HR compliance, employee relations, safety and workers' compensation, and organizational effectiveness. The HR Manager also serves as a functional backup to the Payroll & Benefits Manager to ensure continuity of HR operations when needed.

Key Responsibilities

HR Compliance & Policy Governance

• Monitor and ensure compliance with federal, state, local laws and regulations, and recommended best practices to include: FLSA, FMLA, Title VII, ADA, OSHA, HIPPA, COBRA, and ACA.
• Regularly review and recommend modifications to policies and practices to maintain organizational compliance.
• Conduct HR audits, risk assessments, and develop corrective action plans.
• Conduct and support investigations and compliance-related issue resolution.
• Assist in the immigration process ensuring employee and employer compliance with immigration and employment laws.

Safety & Workers' Compensation

• Partner with leadership to promote a culture of safety, regulatory awareness, and risk prevention.
• Support workplace safety programs, incident response, and corrective action follow-up.
• Manage the entire life cycle of workers' compensation claims, including coordination with insurers, return-to-work support, and related documentation.
• Ensure compliance with OSHA filing and reporting requirements.

Employee Relations & Manager Coaching

• Serve as primary resource for employee relations matters, investigations, separations, grievances, disputes, escalating complex matters to VP of HR as necessary.
• Coach managers on accountability, corrective action, performance, and policy application.
• Serve as a liaison between leadership and employees, fostering a positive work environment, and ensuring legal compliance while handling disputes.
• Administer and execute the consecutive and intermittent FMLA process including coordinating reasonable accommodations, coordinating return to work with managers, and appropriate tracking of leaves.
• Ensure compliance with ADA, engaging in the interactive process when necessary.

Performance & Development

• Oversee performance evaluation processes, training programs, and employee development initiatives.
• Update job descriptions in alignment with compensation and review cycle.
• Provide supervisory oversight and mentoring for assigned HR staff to support growth, development, implement and develop upskilling and cross training opportunities.
• Partner with HR VP on workforce planning, succession planning, and change initiatives, including facilitation of individual development plans.
• Capture and analyze trends in engagement, turnover, and employee relations activity to recommend preventive solutions.

Talent Acquisition & Onboarding (Support Function)

• Develop, oversee, and maintain a strong onboarding and orientation process for new hires, promoting engagement throughout the employee lifecycle.
• Support compliant recruiting practices and initiatives.

Cross-functional Partnership & Backup Support

• Partner closely with the Payroll & Benefits Manager and provide backup support for payroll, benefits, HR operations, and related processes as needed to ensure uninterrupted service to employees and leaders.
• Other duties and responsibilities as assigned.

Knowledge, Skills and Abilities

• Ability to effectively manage, gain buy-in, and guide change through significant challenges while achieving business goals and objectives.
• Ability to anticipate work needs and follow through with minimal direction.
• Ability to perform at high levels in a fast-paced, ever-changing work environment and to pivot quickly, responding with flexibility to changing priorities and work demands.
• Ability to act with discretion, tact, and professionalism in all situations.
• Possess strong communication skills; proven ability to work and communicate with all levels of management and staff.
• Proven judgment, coaching capability, and experience managing sensitive HR matters.
• Strong knowledge of employment law, safety awareness, and HR best practices.

Education and Experience

• Minimum of 3-5 years of progressive experience in human resources management with increasing supervisory responsibilities.
• Bachelor's degree in human resources, business administration, psychology, or related field; master's degree preferred.
• PHR/SPHR or SHRM-CP/SHRM-SCP highly desired.
• Experience managing direct reports.
• Experience with HRIS or related software required.