Human Resources Manager

Are you a strategic HR leader who thrives on building strong workplace cultures, supporting employees, and driving organizational success? We are seeking an experienced Human Resources Manager to lead and execute our internal human resources strategy, programs, and operations. This is a fully in-person position that requires a hands‑on leader who enjoys collaborating with employees and management in a fast‑paced, team‑oriented environment. As a key member of the leadership team, this position ensures the company attracts, develops, engages, and retains a high‑performing workforce while maintaining compliance with all applicable employment laws and regulations. The HR Manager serves as the organization’s internal subject matter expert for employee relations, talent acquisition, performance management, compliance, leadership development, compensation administration, workforce planning, and organizational effectiveness. This role partners closely with executive leadership to align people strategies with business objectives and support the continued growth and success of the organization. About the Role Strategic Leadership & Organizational Development Partner with executive leadership to develop and implement people strategies that support organizational growth and business objectives. Provide guidance and recommendations regarding organizational structure, workforce planning, succession planning, and talent development. Foster a culture of accountability, engagement, collaboration, and continuous improvement. Participate in strategic planning initiatives and organizational decision‑making. Develop and monitor key HR metrics and workforce analytics to support business decisions. Talent Acquisition & Workforce Planning Lead all recruiting, hiring, onboarding, and retention initiatives. Develop and implement strategies to attract and retain high‑performing employees. Ensure hiring practices support organizational goals, diversity initiatives, and compliance requirements. Oversee workforce planning and staffing strategies to meet current and future business needs. Maintain and update job descriptions and position requirements. Employee Relations & Performance Management Serve as the primary resource for employee relations matters and workplace concerns. Conduct and oversee investigations involving employee complaints, policy violations, workplace conflicts, and other sensitive matters. Provide coaching and guidance to managers regarding employee performance, disciplinary actions, and conflict resolution. Oversee performance management processes, including goal setting, performance reviews, corrective actions, and employee development plans. Promote positive employee engagement and workplace culture initiatives. Compliance & Risk Management Ensure compliance with federal, state, and local employment laws, including FLSA, FMLA, ADA, EEO, OSHA, COBRA, HIPAA, and related regulations. Maintain employee handbooks, policies, procedures, and HR documentation. Manage unemployment claims, employment verifications, audits, and regulatory reporting requirements. Monitor legislative and regulatory changes impacting employment practices and recommend appropriate action. Partner with operational leaders to identify and mitigate workforce‑related risks. Learning & Development Design and implement employee and leadership development programs. Assess organizational training needs and develop annual training plans. Facilitate or coordinate training programs related to compliance, leadership development, management skills, and professional growth. Support career development and succession planning initiatives. HR Operations & Technology Oversee administration and optimization of HRIS, onboarding, applicant tracking, and performance management systems. Ensure accuracy, integrity, and confidentiality of employee records and HR data. Partner with payroll and benefits teams to ensure effective administration of employee programs. Identify opportunities to improve HR processes, technology utilization, and operational efficiency. Develop and maintain HR policies, procedures, forms, and resource materials. Build strong working relationships across all departments. Serve as a trusted advisor to managers and leadership on employee and organizational matters. Collaborate with operations, payroll, benefits, safety, and department leaders to support organizational objectives. Provide mentorship, coaching, and leadership to HR team members as applicable. Represent the organization professionally within industry and community organizations. Qualifications Education Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required. Master’s degree preferred. Experience Minimum of 7–10 years of progressive Human Resources experience. Minimum of 3 years in an HR leadership or management role. Experience in a professional services, staffing, payroll, healthcare, manufacturing, or multi‑location environment is strongly preferred. Demonstrated experience in employee relations, compliance, talent acquisition, organizational development, and performance management. Experience leading workplace investigations and managing complex employee issues. Certifications One or more of the following certifications is preferred: SHRM-CP or SHRM-SCP PHR or SPHR Other relevant HR certifications Required Skills Strong business acumen and strategic thinking skills. Excellent communication and interpersonal abilities. High level of professionalism, discretion, and integrity. Strong leadership and coaching capabilities. Sound judgment and problem‑solving skills. Ability to manage multiple priorities in a fast‑paced environment. Project management and organizational effectiveness expertise. Advanced knowledge of employment law and HR best practices #J-18808-Ljbffr