Summary
The Human Resources Manager is responsible for leading and overseeing the organization’s human resources functions, ensuring compliance with applicable employment laws and company policies, supporting organizational goals, and fostering a positive, productive, and legally compliant workplace. This position partners with leadership to develop and implement HR strategies that support workforce planning, employee engagement, talent development, and organizational effectiveness.
Essential Duties and Responsibilities
HR Leadership and Department Management
1. Oversees daily HR operations, departmental priorities, and service delivery.
2. Recruits, trains, supervises, and develops HR personnel.
3. Establishes departmental goals, assigns responsibilities, and conducts performance evaluations.
4. Develops, implements, and maintains HR policies, procedures, and processes.
Talent Acquisition and Workforce Planning
5. Oversees recruitment, selection, hiring, onboarding, and workforce planning.
6. Partners with managers to identify staffing needs, qualifications, and job requirements.
7. Maintains accurate job descriptions and develops strategies to attract and retain qualified employees.
8. Supports succession planning and organizational development.
Employee Relations and Performance Management
9. Advises managers and employees on HR policies, performance management, conflict resolution, and disciplinary matters.
10. Manges employee complaints, workplace investigations, corrective actions, and terminations.
11. Promotes employee engagement, accountability, and a respectful workplace culture.
12. Ensures employee concerns are handled promptly, fairly, and confidentially, as appropriate.
Employment Law and Regulatory Compliance
13. Ensures compliance with applicable federal, state, and local employment laws and regulations.
14. Reviews and updates HR policies and practices to reflect legal and regulatory changes.
15. Manages required employment reporting, recordkeeping, and documentation, including but not limited to EEO-1, VETS-4212, affirmative action, OFCCP, and OSHA reporting requirements.
16. Advises leadership on employment law, reasonable accommodations, protected leave, discrimination, harassment, and other compliance matters.
Leave Administration and Workers’ Compensation
17. Manages FMLA, Washington Paid Family and Medical Leave (PFML), and other applicable leave programs.
18. Coordinates reasonable accommodation requests and return-to-work processes.
19. Manages workers’ compensation claims, workplace injury investigations, required reporting, and claim follow-up.
20. Coordinates transitional-duty assignments and return-to-work efforts, as appropriate.
Compensation, Benefits, and Employee Development
21. Reviews compensation and benefits practices and recommends improvements to support recruitment and retention.
22. Develops and coordinates employee training, professional development, and leadership development initiatives.
23. Supports employee performance, career growth, and succession planning.
Communication and Professional Development
24. Communicates professionally and respectfully with employees, management, customers, and external partners.
25. Maintains confidentiality, sound judgment, and professionalism when handling sensitive matters.
26. Promotes a collaborative, team-oriented work environment through active listening, constructive feedback, meaningful collaboration, and the exchange of ideas.
27. Contributes to organizational success by supporting employee engagement, teamwork, and the achievement of departmental and company objectives.
28. Maintains current knowledge of HR best practices, employment laws, industry trends, and emerging technologies.
29. Participates in relevant professional development and networking opportunities.
Additional Responsibilities
30. Partners with leadership to support company objectives and improve organizational effectiveness.
31. Leads or participates in special projects and performs other duties as assigned.
Qualifications
A. Excellent verbal and written communication skills.
B. Excellent interpersonal and conflict resolution skills.
C. Excellent organizational skills and attention to detail.
D. Strong analytical and problem-solving skills.
E. Strong supervisory and leadership skills.
F. Thorough knowledge of employment-related laws and regulations.
G. Knowledge of and experience with varied human resource information systems.
H. Bachelor’s degree in Human Resources, Business Administration, or related field required
I. At least 3 years of human resource management experience required, with strategic, talent management, and/or business development experience preferred.
J. SHRM-CP or SHRM-SCP strongly preferred.
Proficient with Microsoft Office Suite or related software.
Physical Work/Environment Requirements
Physical Demand
Reasonable Accommodation Notice
Reasonable accommodations may be made to enable individuals with disabilities to perform job functions, ask Manager.
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