What are the responsibilities and job description for the Human Resources Talent Manager position at Impact Environmental Group?
Position Summary:
The Human Resources Talent Manager is a hands-on, tactical manager responsible for administering HR operations while driving effective talent acquisition/management practices across a manufacturing and service-based organization. Reporting to the HR Director and partnering closely with the HR Coordinator, this role ensures consistent HR service delivery, supports employee relations and compliance, and plays a key role in onboarding, developing and retaining talent.
The HR Talent Manager also provides oversight and support to payroll processes in coordination with the HR Coordinator. As well as serves as a key support to the HR Director while also operating with a high degree of independence. The ideal candidate is an ambitious, self-starting HR professional who can take ownership of initiatives, drive execution, and proactively identify opportunities for improvement.
What You Will Need:
- Bachelor’s degree (B.A.) or equivalent, HR Certification a plus
- 5-7 years previous experience; Previous experience in Manufacturing or Service a plus
- Strong experience in full-cycle recruiting and performance management
- Previous experience in processing payroll; with strong financial acumen
- Excellent communication, interpersonal, and leadership skills, including the ability to effectively communicate with people at all levels of the organization.
- High level of integrity and ability to handle sensitive and confidential information with discretion.
- Self-starter with strong ownership mindset; highly organized
- Ability to operate independently while knowing when to escalate or provide follow-through
- Bilingual Spanish preferred.
- Ability to influence, coach, and develop leaders
- Practical problem-solving and sound judgment
- Proficiency in Microsoft
- Paycor HRIS experience a plus.
- A hybrid role with 3 days on site and 2 days at home. Some travel may be required.
Responsibilities:
Talent Acquisition & Talent Management (Core Responsibility)
- Lead full-cycle recruiting efforts across hourly, skilled, and professional roles
- Collaborate with hiring managers to forecast workforce needs and drive timely, high-quality hiring
- Develop and improve recruiting strategies, pipelines, and employer branding efforts
- Partner with leadership to identify skill gaps, high-potential employees, and development opportunities
- Support succession planning and internal mobility initiatives
- Drive training and development programs aligned with business needs
HR Operations & Execution
- Oversee and execute core HR processes including onboarding, offboarding, employee records management, and policy administration
- Managing the “driver qualification” process; familiarity with DOT requirements
- Ensure consistency and accuracy in HR practices across manufacturing and service teams
- Maintain HRIS data integrity
- Identify process gaps and implement improvements with minimal oversight
Payroll Support & Oversight
- Support the HR Coordinator in payroll processing to ensure accuracy and timeliness
- Review payroll data and reports for completeness and compliance
- Partner with Finance on payroll-related questions and issue resolution
Support to HR Director
- Partner closely with the HR Director to execute HR priorities and initiatives across the organization
- Translate strategic direction into actionable plans, processes, and deliverables
- Provide support on sensitive employee matters, organizational changes, and leadership needs
- Assist in developing and implementing HR programs, policies, and process improvements
- Act as a delegate for the HR Director as needed
Compliance & Risk Management
- Ensure compliance with federal, state, and local employment laws and regulations
- Maintain accurate and compliant employee records
- Support audits and ensure adherence to internal controls
Benefits Administration
- Support administration of employee benefits programs and open enrollment
- Partner with HR Coordinator and vendors to resolve employee issues
- Ensure alignment between benefits and payroll deductions
Manufacturing & Operational Support
- Maintain a visible HR presence on the floor to support frontline leaders and employees
- Support safety initiatives, workers’ compensation, and return-to-work coordination
Safety & Risk Management
- Reinforce a culture of safety through training, communication, and accountability
- Support incident investigations, documentation, and corrective action tracking
- Minimal assistance with OSHA compliance efforts, reporting, and recordkeeping
- Minimal assistance with workers’ compensation cases and return-to-work programs
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