Human Resources Manager

About Noovo

Noovo is redefining premium adventure travel by designing and manufacturing luxury off-grid camper vans in Las Vegas, Nevada. As a fast-growing manufacturer, we are scaling both our production capabilities and our organization. The Human Resources Manager will help Noovo grow from approximately 140 employees into a mature manufacturing organization while preserving our entrepreneurial culture and operational excellence.

Our workforce is roughly 100 people on the production floor in Las Vegas, alongside a corporate team that includes remote employees in California, Colorado, Texas, and North Carolina.

Position Summary

The Human Resources Manager owns the Human Resources function end to end. This is a hands-on operational role first — compliance, payroll, employee relations, and recruiting — and a strategic one as the function matures.

You will build scalable HR systems while ensuring legal compliance, developing managers, and creating a strong employee experience. Expect to spend meaningful time on the production floor; this is not a desk-only role, and credibility with supervisors and hourly employees is central to succeeding in it.

Safety and Environmental Health (EHS) sit under Operations and are not part of this role. HR partners with Operations on workers’ compensation, leave coordination, and training records.

Career Path

This position is scoped as HR Manager and reflects the size of the organization today. As Noovo scales past 250 employees and the HR team grows to three or more, the role is expected to progress to Director of Human Resources with compensation to match.

Progression is tied to organizational scale and demonstrated delivery — not to tenure. We would rather be explicit about that now than leave it to interpretation later.

Key Responsibilities

1. Employment Law & Compliance

• Own federal, Nevada, and multi-state employment compliance across every state where Noovo employs staff.
• California in particular: meal and rest premiums, itemized wage statements, sick leave accrual, mandated harassment training, expense reimbursement, and 72-hour final pay.
• Maintain the employee handbook, state supplements, policies, I-9s, and personnel records at audit-ready standard, with medical and I-9 files correctly segregated.
• Partner with Finance and the PEO to confirm payroll tax registration, unemployment insurance, and workers’ compensation coverage in every state where we employ someone.
• Advise leadership on employment risk and compliant business practice, including when the answer is no.

2. Payroll, Compensation & Benefits

• Payroll platform project: Own vendor benchmark, selection, and implementation — data migration, multi-state tax registration, GL mapping, parallel runs, and employee rollout. Target go-live is January 1 to avoid a mid-year conversion.
• Ongoing payroll: Own end-to-end processing across all states — timecard approval workflows, overtime calculation, off-cycle payments, garnishments, and quarter- and year-end filings.
• Controls: Operate within standard segregation of duties. Pay changes require COO approval, and the payroll register is reviewed and signed off before release.
• PEO: Serve as relationship owner and day-to-day administrator, including implementation of any hybrid or transitional arrangement.
• Compensation: Build and maintain job levels and pay bands for production and corporate roles, benchmarked against Las Vegas market data.
• Benefits and leave: Administer open enrollment, eligibility, COBRA, and leave programs.
• Workers’ compensation: Administer claims in partnership with Operations and the PEO, including Form C-1 filing within the seven-day statutory deadline. Coordinate return-to-work and modified duty with Operations, and manage the interaction between workers’ compensation, FMLA, and ADA.

3. Employee Relations & Performance

• Serve as first point of escalation for employee concerns across the production floor and corporate team.
• Lead and document investigations, corrective action, performance improvement plans, and terminations.
• Coach production supervisors and department leads through performance conversations — ensuring documentation is complete before decisions are made, not after.
• Own unemployment claim response and maintain documentation standards across the organization.

4. Talent Acquisition & Workforce Planning

• Run full-cycle recruiting for production, technical trades, and corporate roles.
• Own the ATS, hiring workflows, interview structure, and scorecards.
• Own onboarding and offboarding, including orientation, systems access, equipment coordination, and exit interviews.
• Partner with the VP of Manufacturing on production headcount planning, shift staffing, and seasonal demand.

5. HR Systems & Continuous Improvement

• Own the HRIS and payroll system — configuration, data integrity, reporting, and the employee-facing experience.
• Build and maintain the HR SOP library: attendance, call-out, overtime approval, travel and expense, corrective action, and separation procedures.
• Automate manual HR workflows where it removes error and administrative load, and establish document retention practice that meets federal and state requirements.

6. HR Analytics

• Stand up executive reporting early — headcount, turnover, and overtime within the first 90 days, manually if needed, automated once the new payroll system is live.
• Maintain reporting on time-to-fill, PTO liability, attendance, workers’ compensation, and training completion.
• Bring recommendations to leadership grounded in workforce data rather than anecdote.

7. Leadership Development & Culture

• Hire, onboard, and develop the HR Coordinator.
• Develop supervisors and managers — documentation, feedback, and compliant decision-making.
• Lead engagement, recognition, and retention initiatives, including stay interviews and exit interview analysis.
• Maintain a visible, trusted presence on the production floor, in both English and Spanish.

8. HR Strategy & Organizational Development

• Partner with Executive Leadership on organizational design and workforce planning.
• Lead the performance management and talent review cycle.
• Develop career paths, competency frameworks, and succession planning as the organization matures.
• Support organizational change initiatives.

Qualifications

Required

• 5+ years progressive HR experience, including 2+ years leading an HR function as the senior or sole practitioner.
• Manufacturing, fabrication, warehousing, construction, or comparable production environment supporting an hourly, non-exempt workforce.
• Multi-state HR compliance experience, including California.
• Payroll: hands-on ownership of multi-state payroll processing, plus direct experience implementing or migrating a payroll platform. This is a near-term deliverable, not a learn-on-the-job item.
• HRIS, ATS, and PEO administration.
• Strong employee relations and investigation experience, conducted independently.
• Experience hiring, onboarding, and managing direct reports.
• Professional fluency in English and Spanish — sufficient to conduct investigations and deliver training, not conversational only.

Preferred

• SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Experience building an HR function at a 100–300 employee company.
• Nevada workers’ compensation administration (C-1 and C-3 workflows).
• Experience supporting a distributed remote workforce alongside a single-site production operation.

What Success Looks Like

• First 90 days: Compliance assessment complete with multi-state exposure documented. Personnel files, I-9s, and medical records audit-ready. Recruiting workflow standardized. Payroll vendor selected and implementation roadmap approved. Baseline reporting live on headcount, turnover, overtime, and open requisitions — manual is fine at this stage.
• Six months: Payroll platform live with clean parallel runs behind it. HR Coordinator hired. Employee handbook, state supplements, and core SOPs published and acknowledged. Executive HR dashboard operational, pulling from the new system rather than assembled by hand.
• Twelve months: One full performance review cycle completed. Compensation architecture documented. Turnover and time-to-fill baselines established. HR operates as a documented system rather than a set of individual habits.

Why Join Noovo

You would be building the HR function for a company that makes something people genuinely want — luxury off-grid camper vans, designed and built by hand in Las Vegas. The work is tangible, the floor is a few steps from your desk, and the decisions you make will shape how this company operates as it doubles.

This is a rare scope at this stage: full ownership, a direct line to the COO, a defined path to Director, and no inherited bureaucracy to dismantle first.

Compensation & Benefits

Base salary range: $85,000 – $95,000, determined by experience, certification, and depth of multi-state and payroll background. Candidates arriving with a completed payroll implementation, senior certification, and prior sole-practitioner experience should expect placement in the upper half of the range.

Noovo offers medical, dental, and vision coverage, paid time off, paid holidays, and a 401(k). This position is on-site in Las Vegas and is not eligible for a remote or hybrid arrangement, given the production floor presence the role requires.