Human Resources Manager

The Human Resources Manager is responsible for owning and managing the complete human resources function for the organization. As the sole HR professional, this role provides strategic leadership and hands-on execution across all aspects of the employee lifecycle, ensuring compliance, fostering a positive workplace culture, and supporting organizational growth.

The HR Manager serves as a trusted advisor to leadership and employees while developing and implementing HR policies, programs, and processes that align with the company's business objectives and values.

Key Responsibilities

• Talent Acquisition & Onboarding
• Develop and execute recruitment strategies to attract top talent.
• Manage the full recruitment lifecycle, including job postings, sourcing, interviewing, offer management, and hiring.
• Coordinate pre-employment screening and background checks.
• Design and administer onboarding programs to ensure a positive new hire experience.
• Maintain job descriptions and organizational charts.
• Employee Relations
• Serve as the primary point of contact for employee relations matters.
• Investigate employee concerns, complaints, and workplace issues while ensuring confidentiality and fairness.
• Provide guidance and coaching to managers on employee performance, discipline, conflict resolution, and policy interpretation.
• Promote a positive, respectful, and inclusive workplace culture.
• Performance Management
• Administer the company's performance management process.
• Partner with managers to establish performance expectations, conduct evaluations, and develop employee growth plans.
• Support performance improvement initiatives and corrective action processes.
• Compensation &

Benefits

Administer employee benefits programs, including enrollment, changes, and annual open enrollment.

Coordinate with benefit brokers and vendors.

Conduct compensation benchmarking and recommend salary adjustments.

Ensure accurate HR data supporting payroll processes and partner with payroll providers as needed.

Compliance & Risk ManagementEnsure compliance with all federal, state, and local employment laws and regulations.

Maintain employee records and HRIS data in accordance with legal requirements.

Develop, update, and communicate HR policies and employee handbook revisions.

Manage unemployment claims, workers' compensation administration, and leave of absence programs, including FMLA, ADA, and other applicable leave laws.

Coordinate required labor law postings and compliance reporting.

Training & Organizational DevelopmentIdentify organizational training needs and coordinate employee development programs.

Support leadership development and succession planning initiatives.

Facilitate orientation and HR-related training sessions.

Promote employee engagement and retention initiatives.HR OperationsManage all HR administrative functions and documentation.

Maintain HR metrics and prepare reports for executive leadership.

Oversee HR systems, personnel files, and document retention.

Recommend process improvements that increase efficiency and enhance the employee experience.

Manage HR vendor relationships and budgets.

Strategic PartnershipPartner with executive leadership to align HR strategies with business goals.

Advise leadership on workforce planning, organizational design, and talent management.

Lead HR initiatives that improve employee engagement, retention, and organizational effectiveness.

Monitor HR trends and recommend best practices that support business growth.

Qualifications

Required

Bachelor's degree in Human Resources, Business Administration, or a related field highly preferredFive or more years of progressive HR experience with responsibility across multiple HR disciplines.

Strong working knowledge of employment laws and HR best practices.

Experience managing the full employee lifecycle.

Excellent interpersonal, communication, and conflict resolution skills.

Strong organizational skills with the ability to manage multiple priorities independently.

High level of professionalism, discretion, and confidentiality.