HR Manager

Position Summary

The Human Resources Manager will lead and direct the routine functions of the Human Resources (HR) department. This position oversees recruiting and talent acquisition efforts, supports employee benefits and insurance administration, and ensures compliance with company policies and employment regulations. The HR Manager partners with leadership to promote a positive workplace culture and support organizational staffing and retention goals.

Essential Duties and Responsibilities

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

General Responsibilities:

• Serves as the primary contact for employee relations matters, providing guidance and support to employees and managers regarding workplace concerns, policy interpretation, conflict resolution, and performance related issues
• Partners with the leadership team to understand and execute the organization’s human resources and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provides support and guidance to management and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute otherwise routine tasks in delicate circumstances, such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers as required to understand skills and competencies required for openings.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top tier talent.
• Assists in the administration of employee benefits programs, including health insurance, open enrollment, employee communications, and coordination with benefit providers and brokers.
• Coordinates with payroll and accounting personnel as needed regarding employee status changes and benefits deductions.
• Creates learning and development programs and initiatives that provide internal development opportunities for employees.
• Oversees employee disciplinary meetings, terminations, and investigations.
• Maintains compliance with all applicable federal, state, and local employment laws and regulations, as well as recommended best practices; reviews policies and practices as required to maintain compliance.
• Maintains current knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Performs other related duties as assigned.
  
  

Supervisory Responsibilities

• Recruits, interviews, hires, and trains new staff within the department.
• Oversees the day-to-day workflow of the department.
• Provides constructive and timely performance evaluations.
• Handles discipline and termination of employees as needed and in accordance with company policy.

Minimum Qualifications (Knowledge, Skills, and Abilities)

Qualifications:

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills, with proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks, delegating when appropriate.
• Ability to function well in a high-paced and, at times, stressful environment.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with, or able to quickly learn, HRIS and talent management systems.

Experience and Education:

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• In lieu of a degree, candidates may qualify with a minimum of 8–12 years of progressively responsible and relevant HR experience, including leadership accountability and decision‑making authority.
• Three to five years of human resources management experience preferred.
• Current human resources and/or compensation credentials or certification, such as PHR, SPHR, SHRM-CP, SHRM-SCP, or similar, highly preferred.

Physical Demands and Work Environment

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions.

The employee will work in an indoor office environment with controlled temperature and lighting. Daily use of standard office equipment such as computers, printers, telephones and copiers is required. This position requires the employee to remain in a stationary position for extended periods of time. Occasionally, the employee may be required to move about the office and be able to access and navigate each department at the company’s facilities. Occasional lifting of materials weighing up to 15 pounds may be required.

Note

This job description in no way states or implies that these are the only duties to be performed by the employee(s) of this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities.

To perform this job successfully, the employee(s) will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities. This document does not create an employment contract, implied or otherwise, other than an at will relationship.