What are the responsibilities and job description for the HR Manager position at Marshall & Stevens?
Role Overview
This role is approximately 60% recruiting execution and 40% people programs, systems, and implementation. You will personally execute recruiting while also designing, building, and rolling out scalable people processes.
Key ResponsibilitiesRecruiting & Hiring (≈60%)
Within 6–12 months:
This role is approximately 60% recruiting execution and 40% people programs, systems, and implementation. You will personally execute recruiting while also designing, building, and rolling out scalable people processes.
Key ResponsibilitiesRecruiting & Hiring (≈60%)
- Own full-cycle recruiting for most non-Director roles
- Partner with hiring managers on role definition, intake, and hiring decisions
- Manage candidate pipelines, interviews, and offer execution
- Support Director searches by managing process and administration (search strategy retained by CHRO)
- Coordinate with recruiting agencies and enforce work-product standards
- Track recruiting metrics and improve candidate experience
- Design structured recruiting processes that can be followed consistently
- Create interview guides, interviewer scorecards, and hiring manager intake templates
- Develop and deliver hiring manager interview training
- Reduce variability, bias, and execution risk in hiring decisions
- Build and implement onboarding programs beyond administrative tasks
- Partner with HR Generalist to operationalize onboarding and lifecycle processes
- Review, clean up, and improve HR workflows and system usage (ADP required)
- Define what belongs in ADP versus external tools
- Create clear, documented HR processes and playbooks
- Support performance management and talent review cycles
- Lead change management and adoption of new processes
Within 6–12 months:
- Recruiting operates smoothly without daily escalation
- Managers are trained and confident interviewers
- Interview guides and hiring processes are consistently used
- Onboarding is structured and repeatable
- ADP workflows support the business instead of creating friction
- HR execution errors materially decrease
- CHRO is focused on strategy, not daily troubleshooting
- 7–10 years of experience in recruiting, HR, or people operations
- Direct, hands-on ADP configuration and workflow experience (required)
- Proven experience building and implementing recruiting and onboarding programs
- Strong project management and change management capability
- Experience in professional services, multi-entity, or PE-backed environments preferred
Salary : $90,000 - $100,000