Human Resources Manager

We are seeking an experienced Human Resources Manager to provide hands-on leadership across the full spectrum of Human Resources operations.

This position is responsible for developing and executing HR strategies that support organizational goals while overseeing key functions including employee relations, talent acquisition, performance management, compensation, payroll oversight, compliance, workforce planning, employee engagement, HR analytics, and organizational development.

The ideal candidate is a well-rounded HR leader who has successfully managed HR operations for an organization of 100+ employees and is comfortable operating at both the strategic and operational level.

This role will partner closely with senior leadership, managers, employees, payroll, finance, risk management, external partners, and staffing vendors to ensure HR programs are compliant, effective, and aligned with organizational objectives.

Key Responsibilities

HR Strategy & Leadership

• Develop and implement HR strategies that align with organizational goals, workforce needs, and long-term business objectives.
• Evaluate current HR practices and recommend improvements to increase organizational effectiveness.
• Identify workforce trends, organizational risks, and emerging HR needs and develop proactive solutions.
• Partner with senior leadership on workforce planning, succession planning, organizational development, and employee retention strategies.
• Support the development and implementation of HR policies, procedures, Standard Operating Procedures (SOPs), and best practices.
• Provide leadership and guidance to HR staff and other team members supporting HR operations.

Employee Relations

• Serve as a trusted HR advisor to managers and employees regarding workplace concerns, policies, performance, and employee relations matters.
• Provide guidance regarding conflict resolution, disciplinary actions, coaching, performance improvement, and policy interpretation.
• Conduct or oversee employee-relations investigations and ensure matters are handled consistently, professionally, and appropriately documented.
• Identify employee-relations trends and recommend proactive solutions.
• Coach managers on effective employee management practices and appropriate documentation.
• Promote consistent application of organizational policies and employment practices.

Talent Acquisition & Workforce Planning

• Oversee the full recruitment lifecycle, including:
  • Workforce planning
  • Job postings
  • Candidate sourcing
  • Screening and selection
  • Interview processes
  • Offer administration
  • Pre-employment requirements
  • Onboarding
• Develop recruiting strategies designed to attract and retain qualified employees.
• Strengthen employer branding and recruitment marketing initiatives.
• Develop relationships with community organizations, educational institutions, workforce partners, nonprofit organizations, and other external recruiting resources.
• Manage relationships with staffing agencies and other third-party recruitment partners.
• Establish and maintain recruitment procedures and SOPs.
• Track recruiting metrics, including time-to-fill, turnover, candidate sources, vacancies, and hiring trends.
• Continuously evaluate the employee experience from recruitment and onboarding through development, retention, and separation.

Performance Management & Employee Development

• Manage and continuously improve the organization's performance-management process.
• Partner with managers to establish performance expectations, development plans, and corrective-action strategies.
• Analyze performance trends across departments and recommend appropriate interventions.
• Use performance data to support:
  • Succession planning
  • Employee development
  • Workforce planning
  • Retention strategies
  • Leadership development
• Support training and professional-development initiatives for employees and managers.

Compensation & Benefits Oversight

• Support the administration and ongoing evaluation of organizational compensation programs.
• Maintain salary structures, compensation schedules, job classifications, and compensation practices.
• Assist leadership with compensation analysis, salary reviews, and internal equity assessments.
• Ensure compensation practices are applied consistently and align with organizational philosophy and applicable requirements.
• Provide oversight of employee benefits administration and coordinate with HR staff, vendors, and benefit providers as necessary.
• Assist with evaluating compensation and benefits programs for competitiveness, equity, and effectiveness.

Payroll Oversight

• Provide management oversight of payroll operations to ensure employees are paid accurately and on time.
• Ensure appropriate internal controls exist throughout payroll processing.
• Review payroll procedures and identify opportunities to reduce errors and improve efficiency.
• Coordinate with payroll, finance, and HR personnel to resolve payroll-related issues.
• Ensure payroll activities comply with applicable wage-and-hour requirements and organizational procedures.

HR Compliance & Risk Management

• Ensure HR practices comply with applicable federal, state, and local employment laws and regulations.
• Monitor employment-law developments and recommend policy or procedural changes when needed.
• Partner with Risk Management and organizational leadership regarding workforce risks and mitigation strategies.
• Ensure appropriate documentation and recordkeeping practices are maintained.
• Support internal and external HR audits.
• Review HR policies and procedures for consistency and compliance.
• Assist in managing employment-related risk and responding to regulatory inquiries when necessary.

Employee Engagement & Retention

• Develop and support initiatives designed to improve employee engagement, satisfaction, and retention.
• Analyze turnover, absenteeism, employee feedback, performance trends, and other workforce indicators.
• Recommend strategies to strengthen the employee experience.
• Support recognition programs, employee communications, organizational events, and other engagement initiatives.
• Partner with managers to address department-specific retention concerns.

HRIS, Analytics & Reporting

• Utilize HRIS and other HR technology to improve HR operations, reporting, and decision-making.
• Maintain HR dashboards and workforce metrics.
• Analyze HR data to identify trends and provide actionable recommendations to leadership.
• Develop reports covering areas such as:
  • Headcount
  • Turnover
  • Recruitment
  • Retention
  • Employee relations
  • Performance
  • Compensation
  • Payroll
  • Workforce demographics
  • Absenteeism
• Evaluate HR software, systems, databases, and technology solutions that improve efficiency and data accuracy.
• Ensure employee and HR data remains accurate, secure, and confidential.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Management, Accounting, or a related field.
• Minimum of 7 years of progressively responsible Human Resources experience.
• At least 3 5 years of HR leadership or management experience.
• Demonstrated experience overseeing HR functions for an organization with 100+ employees.
• Broad, hands-on HR experience encompassing multiple areas such as:
  • Employee relations
  • Talent acquisition
  • Performance management
  • HR compliance
  • Compensation
  • Payroll
  • Benefits
  • HRIS
  • Employee engagement
• Strong working knowledge of federal and state employment laws and HR compliance requirements.
• Demonstrated experience advising managers on employee relations, performance, disciplinary, and policy matters.
• Experience developing or implementing HR policies, procedures, and SOPs.
• Strong HR data analysis and reporting skills.
• Strong proficiency with HRIS platforms and Microsoft Office applications, particularly Excel.
• Demonstrated ability to manage multiple priorities in a deadline-driven environment.

Preferred Qualifications

• Master's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience with ADP Workforce Now or comparable HRIS/payroll platforms.
• Experience overseeing payroll operations.
• Experience with compensation structures and salary administration.
• Experience working in a regulated, government, public-sector, nonprofit, housing, or similarly complex organizational environment.
• Experience managing or developing HR dashboards and workforce analytics.
• Experience working with staffing agencies and external workforce partners.

Knowledge, Skills & Competencies

The successful candidate should demonstrate:

• Strong HR leadership and business-partnering skills.
• Strong knowledge of employee relations and employment law.
• Sound judgment when handling sensitive or confidential situations.
• Ability to assess complex employee-relations issues and recommend appropriate solutions.
• Strong coaching and conflict-resolution skills.
• Excellent written and verbal communication.
• Strong analytical and problem-solving abilities.
• Ability to translate HR data into practical business recommendations.
• Strong organizational and project-management skills.
• Ability to lead through organizational change.
• High level of discretion and confidentiality.
• Ability to communicate effectively with employees at all organizational levels.
• Strong attention to detail while maintaining a broader strategic perspective.
• Ability to balance competing priorities in a dynamic environment.