HR Manager

About the Role: We are seeking a highly organized, hands-on Human Resources Manager to independently manage the day-to-day execution of key HR functions, including employee relations, payroll administration, benefits, recruitment, onboarding, performance management, and HR operations. Talent Acquisition & Workforce Support: Manage assigned recruitment activities from job posting through offer, partnering with hiring managers to define staffing needs, develop job descriptions, screen candidates, coordinate interviews, and support selection decisions.

About Us: With over 20 years of experience, we are dedicated to providing support services that empower adults with disabilities to lead independent, fulfilling lives in a safe and supportive environment. Partnered with the Department of Developmental Disabilities and local Regional Centers, we ensure our clients have every opportunity to exercise their rights, build meaningful relationships, and uphold their responsibilities for the highest quality of life possible. About the Role: We are seeking a highly organized, hands-on Human Resources Manager to independently manage the day-to-day execution of key HR functions, including employee relations, payroll administration, benefits, recruitment, onboarding, performance management, and HR operations. Reporting to the Chief People Officer, the HR Manager will serve as a trusted resource to employees and managers while ensuring HR processes are completed accurately, consistently, and on time. This is a working manager role. The successful candidate will be equally comfortable conducting an employee relations investigation, coaching a manager through a performance issue, entering payroll changes, administering benefits, updating employee records, and improving an HR process. We are looking for someone who is highly detail-oriented, exercises sound judgment, thinks critically, and can operate independently while recognizing when an issue requires escalation to the Chief People Officer. Key Responsibilities: Payroll & HR Administration Execute hands-on payroll administration, including entering and reviewing employee changes, pay adjustments, deductions, status changes, and other payroll-related transactions. Review payroll information for accuracy and resolve discrepancies prior to payroll completion. Maintain accurate employee information within the HRIS and ensure employee records and supporting documentation are complete and current. Process employee lifecycle changes, including new hires, transfers, compensation changes, leaves, and separations. Maintain strong attention to detail and appropriate controls when handling confidential employee and payroll information. Identify discrepancies, investigate root causes, and independently resolve routine payroll and HR administration issues. Employee Relations & Manager Support: Serve as a primary HR resource for employees and managers regarding workplace concerns, policies, performance, attendance, conduct, and other employee relations matters. Independently conduct timely, fair, and objective employee relations investigations, including interviewing relevant parties, reviewing documentation, maintaining investigation records, and developing findings and recommendations. Coach managers on employee performance, corrective action, documentation, conflict resolution, and effective people-management practices. Partner with the Chief People Officer on complex, sensitive, or higher-risk employee relations matters and escalate issues appropriately. Promote consistent application of company policies and HR practices across the organization. Identify employee relations trends and proactively recommend solutions to address recurring issues. Pre-Employment and Onboarding: Serve as a liaison to Rippling and ensure the coordination of pre-employment processes, may include conducting background checks, verifying employment eligibility, and facilitating reference checks. Prepare offer letters, ensure timely communication with selected candidates, and set clear expectations. Lead a welcoming and organized onboarding process for new hires, ensuring they have the resources needed to succeed. Develop and update onboarding and training materials, and facilitate onboarding and training Benefits Administration: Manage day-to-day benefits administration, including new-hire enrollments, qualifying life events, employee changes, terminations, open enrollment, and employee inquiries. Maintain accurate benefits data within Rippling and carrier systems, proactively identifying and resolving discrepancies. Serve as the primary liaison with employees, benefits providers, and brokers to resolve issues, escalating complex matters to the Chief People Officer or appropriate partner as needed. Talent Acquisition & Workforce Support: Manage assigned recruitment activities from job posting through offer, partnering with hiring managers to define staffing needs, develop job descriptions, screen candidates, coordinate interviews, and support selection decisions. Manage relationships with staffing agencies and monitor contingent workforce needs, performance, and related hiring activity. Prepare offer letters, coordinate pre-employment requirements, maintain accurate recruiting records, and provide timely hiring updates to leadership. Onboarding & Employee Experience: Manage the end-to-end new-hire onboarding process, including background checks, employment eligibility documentation, required paperwork, systems access, orientation, and other pre-employment activities. Facilitate new-hire orientation and applicable HR training while ensuring employees receive an organized, welcoming, and consistent onboarding experience. Partner with managers to support successful employee transitions and continuously improve onboarding materials, checklists, templates, and processes. Performance Management & Manager Coaching: Coach and support managers throughout the performance management lifecycle, including goal setting, feedback, performance reviews, employee concerns, corrective action, and performance improvement. Strengthen manager effectiveness by providing guidance on documentation, difficult conversations, policy application, and proactive employee issue resolution. Provide practical HR guidance that balances employee experience, business needs, organizational policies, and risk, partnering with the Chief People Officer on complex or higher-risk matters. Compensation details: 75000-90000 Yearly Salary PIf55425d31c45-25448-413040765c143e31-5e48-4549-b638-05792d185386