Human Resources Manager

Summary

The Human Resources Manager is a hands-on, people-first leader who manages the day-to-day operations of the HR department while owning critical functions that directly impact employee experience and/or organizational health. Responsible for leading employee relations efforts and supporting overall HR operations. This role serves as the primary point of accountability for employee relations, benefits administration (including healthcare, 401(k) plan management, and audits), and the full termination process. This role handles complex and sensitive employee matters, conducts investigations, resolves workplace conflicts, and ensures consistent application of employment laws and company policies to foster fair, compliant, and positive outcomes. This role requires a seasoned HR professional who can absorb high-impact responsibilities from day one while simultaneously investing in team development and processes. The HR Manager reports directly to the Director of Human Resources and works collaboratively with the People Strategy Manager to ensure alignment between strategic talent initiatives and day-to-day HR operations.


Benefits 

· Robust 401 (k) program with safe harbor and profit share (no match required)

· Excellent health, dental, and vision insurance

· Flexible PTO

· 8 Paid holidays

· Collaborative and supportive culture


Responsibilities
 

Employee Relations & Workplace Investigations

· Serve as the primary point of contact for employee relations matters including complex or sensitive employee/management concerns (performance, conduct, policy violations, interpersonal conflict, harassment/discrimination, etc.), and disciplinary actions

· Conduct prompt, thorough, and well-documented investigations; interview involved parties; gather evidence; assess credibility; and prepare findings and recommendations

· Manage the full disciplinary process, from verbal counseling through written warnings/corrective action plans to termination, ensuring consistency, fairness, and legal defensibility

· Advise and coach managers, supervisors, and field leaders on handling difficult employee situations, performance concerns, and corrective conversations

· Serve as the subject matter expert on employee relations best practices, ensuring all actions are compliant with federal, state, and local employment laws

· Conduct regular stay interviews (employee check-ins) to evaluate employee engagement, identify potential retention risks, and collect actionable insights to enhance team culture, leadership effectiveness, and day-to-day work experiences

· Manage the full termination process end to end, including documentation, coordination with leadership, offboarding processes, exit interviews, and ensuring legal and policy compliance

Share insights from check-ins, terminations, and exit interviews with the People Strategy Manager and HR Director to support alignment on strategy

· Recommend systemic improvements to the HR Director and People Strategy Manager to reduce risk and improve culture
 

Benefits & 401(k) Administration

· Provide oversight of or serve as primary benefits administrator, including all health-related insurance, Employee Assistance Program (EAP), retirement plans, leave management, and other employee programs; manage all communications and execution functions

· Assist Payroll to ensure ACA compliance

· Administer 401(k) retirement plan operations, including enrollments, timely distribution, and loan coordination; work closely with third-party administrator and financial advisor

· Coordinate and manage annual 401(k) audits, including preparation of required documentation, liaison with auditors and CFO

· Maintain accurate benefits documentation, employee communication, and audit-ready records

· Provide benefits guidance to employees and assist with claims or other issues, escalating them to our benefits broker for processing and resolution

· Respond to inquiries regarding benefits coverage, eligibility, enrollment, and life events in a timely and professional manner

· Ensure compliance with ACA, ERISA, COBRA, HIPAA, and other applicable federal and state benefit regulations

· Oversee leave administration programs (FMLA, state leave, company leave) including tracking, documentation, coordination with payroll, and communication with employees and supervisors
 

Team Supervision & Development

· Directly supervise applicable HR personnel providing day-to-day direction, support, and accountability

· Assess current skill and knowledge gaps and create development plans (30-60-90 days) and targeted training to build competency

· Provide ongoing coaching, mentoring, and feedback; conduct regular 1-2-1’s and performance reviews as required

· Establish clear performance expectations and hold team members accountable through consistent follow-up and documented performance management

· Ensure cross-training within the team to maintain operational coverage

· Foster a positive, collaborative, high accountability team culture that emphasizes ownership, initiative, and continuous improvement

· Consistently assess workload and recommend additional staffing needs to the HR Director
 

Operational HR Support

· Provide oversight and quality assurance for compliance activities managed by the HR team, including I-9 audits, PolicyTech acknowledgments, employee records integrity, and regulatory reporting (EEO-1, VETS-4212, and Disability)

· Support the HR Director with preparation and coordination of external audits

· Assist in policy and procedure development, revisions, and implementation as needed

· Ensure HR systems and records are accurate, up to date, and audit ready

Participate in and support year-end compensation processes, annual reviews, and other HR initiatives

· Assist with Workers’ Compensation claims, as needed

· Support HR Generalist I in background checks and escalations
 

Core competencies & Additional Responsibilities

· Assist with HR reporting and recordkeeping accuracy across HR systems to ensure audit readiness

· Support and execute initiatives and priorities as assigned by the HR Director

· Assist with or execute in the administration of HR and Employee Programs

· Contribute to HR communications, templates, and standard work to ensure consistency and efficiency

· Support employee recognition, celebrations, and monthly events as needed

· Keep abreast of advanced knowledge of federal, state, and local employment laws, benefits regulations, and HR best practices

· Create and maintain Standard Operating Procedures (SOPs) for assigned tasks/areas

· Participate in team cross-training and serve as a backup for various HR roles and responsibilities

· Maintain a high level of organization and attention to detail

· Physical demands include long hours sitting, using a computer, standing, pulling/pushing, walking, lifting, and climbing

· Job requires intermediate computer proficiency and advanced critical thinking skills

· Other duties, activities, and responsibilities may vary and change as assigned

Education and Experience

· Minimum of 5 years of directly related experience required

· Demonstrated experience in benefits administration, employee relations, and policy development required

· Bachelor’s degree or equivalent in Human Resources, Business, Organizational Development, and/or equivalent industry training; Relevant work experience may substitute for the degree

· Must demonstrate advanced understanding of employment law, and multi-disciplinary knowledge of HR principles and best practices

Supervisory Responsibility

This position includes, but is not limited to, supervision of HR team members.


Work Location: In-Office