Human Resources Manager

The Human Resources Manager is responsible for leading and overseeing key human resources functions for a multi-location organization. This role serves as a trusted partner to leadership and managers, providing strategic guidance and hands-on support in employee relations, talent management, performance management, compensation, benefits, compliance, and organizational development.

The ideal candidate is an experienced HR professional who can balance strategic planning with day-to-day operational responsibilities, navigate complex employee matters, and develop practical solutions that support business objectives and foster a positive, professional workplace culture. This individual will help ensure consistency in HR practices across multiple locations while promoting accountability, collaboration, integrity, adaptability, and employee engagement.

The essential functions include, but are not limited to the following

HR Leadership and Business Partnership:

• Partners with senior leadership and department managers to align HR strategies with organizational goals and business needs.
• Provide guidance and coaching to managers on employee performance, workplace concerns, disciplinary action, conflict resolution, and difficult conversations.
• Develop, implement, and maintain HR policies, procedures, and programs that support organizational effectiveness and consistent employee experience.
• Identify opportunities to improve HR processes, strengthen internal communication, and enhance employee engagement and retention.
• Maintain confidentiality and exercise sound judgment when handling sensitive employee and business matters.

Employee Relations and Performance Management

• Lead employee relations matters, including workplace investigations, conflict resolution, performance concerns, corrective action, and employment decisions.
• Coach managers on setting expectations, documenting performance, delivering feedback, and addressing attendance and conduct issues.
• Oversee the performance management process, including annual reviews, goal setting, employee development, and performance improvement plans.
• Support a respectful, collaborative, and accountable workplace culture.
• Identify employee development opportunities and support career growth, succession planning, and retention initiatives.

Talent Acquisition and Workforce Planning

• Partner with leadership and hiring managers to identify staffing needs, develop recruiting strategies, and support workforce planning.
• Oversee recruitment and selection processes to ensure effective, consistent, and compliant hiring practices.
• Support onboarding, orientation, internal career development, and succession planning initiatives.
• Evaluate recruiting and retention trends and recommend improvements to attract and retain qualified employees.

Compliance & Risk Management

• Maintain and update employee handbook, policies, and HR procedures.
• Oversee HR-related audits, reporting, and recordkeeping requirements.
• Ensure HR policies and practices comply with applicable federal, state, and local employment laws and regulations.
• Monitor changes in employment legislation and assess their impact on company policies, procedures, and practices.
• Oversee leave administration, accommodations, workplace policies, and employee documentation in coordination with applicable requirements.
• Maintain accurate, confidential personnel records and ensure appropriate documentation and record retention.
• Partner with leadership and external advisors as needed to address employment-related risks and complex compliance matters.

Compensation & Benefits

• Evaluate and recommend competitive compensation and benefits strategies.
• Administer employee benefits programs, open enrollment, and employee communications in partnership with benefits providers and internal stakeholders.
• Oversee HRIS processes, employee records, reporting, and data integrity.
• Oversee and support payroll administration and ensure coordination between HR, payroll, and benefits functions.
• Analyze HR data and metrics to identify trends, support decision-making, and recommend process improvements.

Organizational Development and Employee Engagement

• Develop and support initiatives that strengthen employee engagement, retention, recognition, and workplace culture.
• Identify training needs and coordinate leadership development, manager training, and employee education programs.
• Support organizational changes, role development, career pathing, and succession planning.
• Promote the organization's values, encouraging teamwork, accountability, innovation, and a commitment to taking care of clients and one another.
• Evaluate HR programs for effectiveness and recommend improvements that support both employees and business performance.

HR Operations

• Oversee HR systems, processes, and data integrity.
• Manage HR budgets and vendor relationships.
• Supervise and mentor HR team members.
• Continuously improve HR processes and employee experience.
• Travel as needed.
• Other duties as assigned.