Onsite (Staffing) Manager

POSITION SUMMARY:

The On-Site Manager (Recruiting & HR Operations) serves as the primary onsite leader responsible for recruiting, onboarding, employee support, and day-to-day workforce operations for assigned client locations. This role acts as a strategic partner to both client leadership and contingent employees, ensuring staffing demands are met while delivering exceptional employee experience, operational efficiency, and compliance.

The On-Site Manager oversees full-cycle recruiting, workforce administration, employee relations, onboarding, payroll coordination, and client communication while ensuring service level agreements and workforce objectives are consistently achieved. This individual is responsible for building strong relationships, proactively resolving workforce issues, improving retention and engagement, and maintaining compliance with company policies and employment regulations.

Success in this role requires strong relationship management, organizational skills, problem-solving ability, and the capacity to thrive in a fast-paced, high-volume staffing environment.

PRINCIPLE DUTIES AND RESPONSIBILITIES:

1. Recruitment & Talent Acquisition

• Develop and execute recruiting strategies to meet client workforce demands.
• Source candidates through job boards, networking, referrals, social media, and community partnerships.
• Build proactive talent pipelines for high-volume and hard-to-fill positions.
• Screen, interview, and qualify candidates based on client requirements and culture fit.

2. Employee Onboarding & Compliance

• Coordinate and complete all onboarding activities prior to employee start dates.
• Ensure completion and accuracy of onboarding documentation, I-9s, background checks, and drug screens.
• Conduct employee orientations covering payroll, benefits, policies, and workplace expectations.
• Maintain accurate employee records within ATS, HRIS, CRM, and client systems.
• Ensure compliance with federal, state, client, and company employment regulations.

3. Workforce Relations & HR Support

• Serve as the primary point of contact for contingent employees and client supervisors.
• Address employee relations concerns, attendance issues, coaching, disciplinary actions, and workplace conflicts.
• Escalate sensitive HR matters appropriately while minimizing operational disruption.

4. Client Relationship Management

• Build and maintain strong relationships with client stakeholders and hiring managers.
• Act as an on-site partner to support workforce planning and operational needs.
• Ensure service level agreements (SLAs) and client expectations are consistently achieved.
• Respond promptly to client inquiries and workforce issues.

5. Timekeeping & Payroll Administration

• Support weekly payroll and timekeeping processes for contingent workforce employees.
• Monitor timecard submission and approval compliance.
• Resolve payroll discrepancies, missing timecards, and pay-related inquiries.
• Process manual adjustments and ensure compliance with wage and hour laws.
• Train employees and client contacts on timekeeping systems and procedures.

6. Reporting, Systems & Data Management

• Maintain accurate activity tracking within ATS, CRM, HRIS, and client systems.
• Prepare weekly recruiting, workforce, compliance, and operational reports.
• Monitor staffing metrics including fill rates, turnover, attendance, and recruiting activity.
• Audit employee files and onboarding records for accuracy and compliance.
• Support ad hoc reporting requests from leadership and clients.

7. Operational & Office Administration

• Manage daily onsite workforce operations and administrative activities.
• Coordinate communication with vendors, employees, and internal departments.
• Support scheduling, correspondence, office supply management, and site organization.
• Assist with presentations, reports, and operational documentation.

8. Employee Engagement & Program Success

• Promote employee retention through engagement initiatives and regular communication.
• Encourage referral generation and workforce participation programs.
• Monitor workforce trends and recommend solutions to improve retention and productivity.
• Support continuous improvement initiatives for recruiting, onboarding, and workforce management.

QUALIFICATIONS/SKILLS & KNOWLEDGE REQUIREMENTS:

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred; equivalent work experience considered.
• Minimum 3–5 years of experience in staffing, recruiting, HR operations, workforce management, or onsite program management.
• Experience supporting high-volume recruiting and contingent workforce environments preferred.
• Strong knowledge of employment laws, onboarding practices, I-9 compliance, wage and hour regulations, and employee relations processes.
• Proven ability to build and maintain strong client and employee relationships in a fast-paced environment.
• Experience managing employee relations issues, attendance concerns, coaching conversations, and workplace escalations.
• Proficiency with Applicant Tracking Systems (ATS), HRIS platforms, CRM systems, Microsoft Office Suite, and timekeeping/payroll systems.
• Strong organizational, communication, and analytical skills with the ability to manage multiple priorities, maintain confidentiality, support operational needs, and deliver a high level of customer service in fast-paced environments.

PHYSICAL REQUIREMENTS:

• Ability to sit for 2 hours without standing, sit up to 8 hours per day
• Ability to engage fine motor skills such as typing and writing for up to 2 hours without a break, use fine motor skills for up to 8 hours per day
• Ability to see and read computer screen, employment documents and correspondence.

GENERAL INFORMATION:

The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required of personnel so classified.

The incumbent must be able to work in a fast-paced environment with demonstrated ability to juggle and prioritize multiple, competing tasks and demands and to seek supervisory assistance as appropriate.

Incumbents within this position may be required to assist or find appropriate assistance to make accommodations for disabled individuals in order to ensure access to the organization's services (may include: visitors, employees, or others).

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT:

Suna Solutions provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Applicants, with criminal histories, are considered in a manner that is consistent with local, state and federal laws.

REQUESTING AN ACCOMODATION

Suna Solutions is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Suna Solutions and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

If you would like to be considered for employment opportunities with Suna Solutions and have accommodation needs for a disability or religious observance, please call us at 1 (888) 223-4788, send us an email or speak with your recruiter.

PAY TRANSPARENCY POLICY STATEMENT

Suna Solutions will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

Compensation for roles at Suna Solutions varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience. As required by local law, Suna Solutions provides a reasonable range of compensation for roles that may be hired in California, Colorado, New York City or Washington as set forth below and information on benefits offered is here.

$70,500-$80,000 base salary (uncapped) commission benefits