HR Manager

Position Summary

The HR Manager is a key leadership role within the People Services department and is responsible for overseeing the day-to-day delivery of Human Resources programs, processes, and services across the organization.

Reporting directly to the Vice President of People Services, this position will serve as a trusted HR leader and partner, helping oversee the HR function while ensuring recruiting, employee relations, benefits, HR operations, compliance, and HR systems are effectively managed.

We are seeking an experienced, well-rounded HR professional who understands how the different areas of Human Resources work together and can confidently manage both strategic priorities and day-to-day HR operations. The ideal candidate is highly knowledgeable in employment practices, comfortable handling complex employee relations matters, and capable of leading an HR team while maintaining strong partnerships with operational leadership.

This is a hands-on leadership position. The HR Manager must be comfortable making decisions, solving problems, coaching HR team members and managers, identifying risks, improving processes, and ensuring HR initiatives are carried through from start to finish.

Key Responsibilities

HR Leadership & Department Operations

• Partner closely with the Vice President of People Services to oversee the day-to-day operations of the HR department.
• Help lead, organize, and prioritize the work of the HR team to ensure deadlines, service expectations, and company initiatives are met.
• Provide leadership, coaching, and development to HR team members.
• Serve as a senior HR resource for managers and employees.
• Ensure HR processes are consistent, organized, documented, and followed across locations.
• Identify opportunities to improve HR processes, systems, communication, and overall department efficiency.
• Provide regular updates to the Vice President of People Services regarding HR activity, employee concerns, recruiting, compliance issues, risks, and department priorities.
• Step in to manage department operations and priorities when needed.

Employee Relations

• Manage and provide guidance on employee relations matters, including performance concerns, attendance, workplace conduct, complaints, investigations, disciplinary actions, and terminations.
• Conduct and/or oversee workplace investigations and ensure findings and recommendations are appropriately documented.
• Coach managers on performance management, corrective action, difficult employee conversations, and appropriate documentation.
• Review disciplinary actions and termination recommendations to ensure consistency and compliance.
• Identify potential employment risks and escalate significant matters to the Vice President of People Services.
• Promote consistent application of company policies and employment practices across the organization.

Recruiting & Workforce Planning

• Oversee the recruiting function and ensure open positions are actively managed and filled within established expectations.
• Partner with recruiters and hiring managers regarding staffing needs, candidate pipelines, hiring priorities, and difficult-to-fill positions.
• Monitor recruiting activity, open requisitions, time-to-fill, candidate flow, and other recruiting metrics.
• Ensure recruiting and hiring practices remain consistent and compliant.
• Help improve recruiting processes and accountability between HR, recruiters, and hiring managers.
• Support workforce planning and organizational growth initiatives.

Benefits & Leave Administration

• Oversee the administration of company benefit programs and serve as an escalation point for complex employee benefit questions or issues.
• Ensure benefit enrollments, eligibility changes, terminations, and employee updates are processed accurately and timely.
• Partner with benefit brokers, carriers, and vendors to resolve issues and improve employee experience.
• Support annual open enrollment and benefit communication initiatives.
• Provide oversight and guidance regarding employee leaves, including FMLA, disability, workers' compensation coordination, and applicable state leave requirements.
• Ensure benefit and leave processes are appropriately documented and administered consistently.

HR Operations & HRIS

• Oversee employee lifecycle processes, including onboarding, status changes, promotions, transfers, compensation changes, leaves, and terminations.
• Ensure employee records and HRIS data are accurate, complete, and maintained appropriately.
• Monitor HR workflows and approvals to ensure transactions are completed accurately and timely.
• Utilize HR data and reporting to identify trends, risks, and opportunities for improvement.
• Support HR audits, reporting, compliance initiatives, and process improvements.
• Assist with the development and implementation of HR policies, procedures, workflows, and internal controls.
• Experience with Paylocity is strongly preferred, including employee records, onboarding, workflows, reporting, benefits, recruiting, performance management, and related HR modules.

Compliance & Policy Administration

• Maintain working knowledge of federal, state, and local employment laws and HR best practices.
• Support compliance with FMLA, FLSA, ADA, EEO, wage and hour requirements, I-9 requirements, and other applicable employment regulations.
• Assist with the development, implementation, and consistent enforcement of company policies.
• Monitor HR practices for potential compliance concerns and recommend corrective action when appropriate.
• Support internal and external audits and ensure required HR documentation is maintained.

Leadership Partnership

• Build strong working relationships with operational leaders and provide practical, business-focused HR guidance.
• Help managers understand not only HR requirements, but also the reasoning and processes behind them.
• Balance employee experience, operational needs, compliance, and business risk when providing recommendations.
• Communicate professionally and confidently with employees and leaders at all levels of the organization.
• Escalate significant employee relations, legal, compliance, or organizational concerns to the Vice President of People Services.

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field, or equivalent combination of education and relevant experience.
• 5+ years of progressive Human Resources experience, with significant hands-on responsibility across multiple HR functions.
• 2+ years of HR leadership, supervisory, or management experience.
• Demonstrated experience overseeing or supporting multiple HR functions, including:  
  • Employee relations
  • Recruiting and talent acquisition
  • Benefits administration
  • HR operations
  • Leave administration
  • Performance management
  • HR compliance
• Strong employee relations experience, including investigations, corrective actions, performance management, and terminations.
• Strong understanding of federal and state employment laws and HR compliance requirements.
• Experience working with HRIS platforms and HR reporting.
• Ability to manage multiple priorities in a fast-paced, multi-location environment.
• Strong judgment and ability to independently handle sensitive and confidential matters.
• Excellent written and verbal communication skills.
• Demonstrated ability to lead, coach, and hold team members accountable.

Preferred

• Paylocity experience strongly preferred.
• Experience supporting a multi-state and/or multi-location workforce.
• Experience in logistics, transportation, distribution, warehousing, final-mile delivery, or another fast-paced operational environment.
• Experience managing or overseeing a recruiting team or high-volume recruiting environment.
• Experience with benefits administration, workers' compensation, FMLA, ADA accommodations, and other employee leave programs.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification is a plus.