Human Resources Manager

1. Employee Relations & HR Operations

• Serve as the primary point of contact for employee relations matters across all departments and locations.
• Conduct employee investigations and recommend appropriate corrective actions in a timely and consistent manner.
• Support managers with coaching, counseling, disciplinary actions, and performance improvement plans (PIPs).
• Manage employee complaints, conflict resolution, leave accommodations (ADA, FMLA, CFRA), and related interactive processes.
• Conduct exit interviews and identify trends impacting retention, engagement, and organizational health.
• Maintain personnel records and HR documentation in compliance with company policy and applicable law.
• Enforce consistent and fair application of company policies and procedures across all departments.

2. Recruiting, Onboarding & Talent Acquisition

• Manage full-cycle recruiting from job posting through offer acceptance and onboarding.
• Partner with department managers to define staffing needs, role requirements, and hiring timelines.
• Coordinate candidate sourcing, screening, interviewing, reference checks, and offer processes.
• Oversee onboarding and orientation programs to ensure new employees are set up for success from day one.
• Develop recruiting pipelines and relationships with colleges, trade groups, and staffing resources.
• Monitor recruiting metrics and continuously improve hiring effectiveness and candidate experience.

3. Compliance, Benefits & HR Administration

• Ensure ongoing compliance with Federal, California, Texas (knowledge of Texas Workforce Commission practices), and applicable local employment laws and regulations.
• Administer leave programs including FMLA, CFRA, EDD Disability, and Workers' Compensation coordination.
• Oversee employee benefits programs including medical, dental, vision, 401(k), COBRA, and related offerings.
• Maintain the employee handbook, HR policies, and compliance documentation in current and accurate condition.
• Coordinate HR compliance reporting, labor law postings, audits, and regulatory requirements.
• Partner with Payroll Administration and Finance to ensure alignment between HR and payroll processes.

4. Performance Management & Manager Development

• Administer the company's performance management process, including goal-setting cycles and annual reviews.
• Support managers in documenting performance issues, conducting development conversations, and taking corrective action.
• Develop and coordinate supervisory and management training programs that build accountability and consistency.
• Improve management practices around documentation, communication, performance expectations, and employee development.
• Identify high-potential employees and support leadership in developing targeted growth plans.

5. Organizational Development & Strategic HR Support

Note: This KRA represents an earned, evolving responsibility. Initial allocation is minimal as the HR function is established and credibility is built.

• Support workforce planning and organizational structure initiatives as the business grows.
• Assist leadership with change management and organizational transition projects.
• Participate in succession planning and talent development initiatives over time.
• Recommend improvements to HR systems, processes, and organizational effectiveness.
• Partner with leadership to build a scalable organization capable of sustained growth.

6. P

   All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, and Los Angeles County Fair Chance Ordinance.