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District Human Resources Manager - San Diego Penske Truck Rental
SAN DIEGO, CA5 days ago
- $70,304–$93,500 Per Year
The HR Manager delivers end-to-end human resources operations across the United States, Canada, and global Employer of Record workers, ensuring consistent, compliant, and efficient people processes aligned with organizational priorities. This role owns the full employee lifecycle from talent acquisition and onboarding through performance management, engagement, and offboarding. The HR Manager administers key annual programs including the merit and bonus cycle, maintains data accuracy through HRIS management, and coordinates payroll and benefits processes across multiple jurisdictions. This role serves as the primary point of contact for day-to-day HR fundamentals, providing hands-on execution that supports a seamless employee experience across all geographies.
Please note this is a part-time position, with an expectation of `20 hours per week
About the Role
Total Rewards, Payroll & Benefits Administration ·
- Coordinates end-to-end payroll processing across the United States, Canada, and global Employer of Record workers, ensuring accuracy, timeliness, and compliance with jurisdictional requirements.
- Administers employee benefits and pension programs, including enrollment, changes, terminations, and annual renewals, ensuring alignment with plan provisions and regulatory obligations.
- Investigates and resolves payroll and benefits discrepancies by liaising with vendors, finance, and employees to ensure timely resolution.
- Maintains up-to-date payroll and benefits records within the HRIS, ensuring data integrity and audit readiness.
- Monitors legislative and regulatory changes affecting payroll, benefits, and pension administration across all operating jurisdictions and implements required updates.
- Administers the annual merit review and bonus cycle, including data preparation, validation, communication, and processing of adjustments in partnership with leadership.
- Supports compensation benchmarking and pay equity analysis, and maintains compensation structures, salary ranges, and related documentation.
Talent Acquisition
- Manages the full-cycle recruitment process, including job posting, candidate sourcing, screening, interview coordination, and offer management for positions across all operating regions.
- Partners with hiring managers to define role requirements, develop candidate profiles, and establish selection criteria aligned with organizational needs.
- Ensures a consistent and positive candidate experience throughout the recruitment process, from initial outreach through onboarding handoff.
- Tracks recruitment metrics and maintains applicant data in the HRIS or applicant tracking system to support reporting and process improvement.
People Operations & HRIS Management
- Manages the HRIS as the primary system administrator, ensuring accurate employee records, data integrity, and system functionality across all modules.
- Owns the employee lifecycle processes including onboarding, status changes, leaves of absence, and offboarding, ensuring consistent execution and compliance with applicable policies and legislation.
- Develops, implements, and updates HR policies and procedures in alignment with organizational priorities and evolving legislative requirements across all jurisdictions.
- Coordinates and executes employee engagement initiatives, including surveys, recognition programs, and organizational development activities.
- Provides guidance and training to people leaders on HR processes, policies, and best practices to support effective people management.
Employee Relations
- Serves as the primary point of contact for employee relations matters, providing coaching and guidance to leaders on performance challenges, conflict resolution, and workplace concerns.
- Conducts investigations into employee complaints and workplace issues, documenting findings and recommending appropriate actions in compliance with organizational policies and applicable legislation.
- Advises leaders on progressive discipline, performance improvement plans, and termination processes, ensuring consistency and legal compliance.
- Monitors employee relations trends and recommends proactive strategies to improve workplace culture and reduce organizational risk.
- Escalates high-risk legal, financial, or executive-level employee relations matters to leadership as appropriate.
About You
- 7 to 9 years of related work experience (10 or more years preferred)
- (Honors) Bachelor’s degree, Master’s degree preferred, or an equivalent combination of education and experience
- Fluent in English (verbal and written)
- Demonstrated experience operating as a highly autonomous HR generalist with end-to-end ownership of core HR functions in a small or scaling organization.
- Strong communication and stakeholder management skills, with the ability to advise leadership, build trust, and influence decisions across all levels of the organization
- Strong analytical skills with the ability to interpret HR data and prepare accurate reports for leadership decision-making
- Strong working knowledge of employment law and regulatory requirements in the United States and Canada, including payroll, benefits, and pension compliance
- Hands-on proficiency with HRIS platforms, including system administration, configuration, reporting, and data management
- Demonstrated ability to administer performance management programs and annual compensation cycles with a high degree of accuracy and sound judgment
- Experience managing full-cycle recruitment across multiple jurisdictions
- Knowledge of employee relations best practice including investigation techniques, progressive discipline, and conflict resolution
$100,000 - $125,000 a year
Please note that this is a part-time position, and will be paid at an hourly rate in accordance with the salary listed above (approx. $48-60/hr).
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
