Human Resources Manager

CTS is a leader in Virtual Design and Construction (VDC) solutions, providing innovative project execution in the construction industry. Our team collaborates on large-scale aviation, transportation, civil, commercial, and mission critical projects, leveraging cutting-edge technology to improve workflows and optimize project outcomes. At CTS, we foster a culture of growth, problem-solving, and technical excellence-where every team member has the opportunity to make a real impact. Why Join CTS? CTS is growing rapidly, and we are looking for talented individuals who are passionate about the intersection of technology and construction. We offer a dynamic work environment where innovation is encouraged, and professional development is a priority. As part of our team, you will work alongside industry experts, gain hands‑on experience with leading VDC tools, and contribute to projects that shape the built environment. Position: Human Resources Manager Location & Time Zone: Remote - Occasional travel required as needed. Position Type: Full‑Time Pay: Salary Direct Reports: HR Specialist & HR Admin Reporting To: President/CEO General Job Description This is a chance to build CTS's HR, payroll, and benefits infrastructure from the ground up, with real ownership over vendor selection, systems, and policy at a company that’s growing fast. If you want to run something rather than administer something, this is that role. Key Responsibilities Own the end-to-end plan and timeline to exit the Rippling PEO relationship without a lapse in payroll, tax filing, or benefits continuity Evaluate and select an independent payroll platform capable of handling both US W-2 employees and international contractors Rebuild workflows in‑house including: new hire W-2 onboarding, contractor onboarding, time‑off policy administration, expense management approval workflows, and payroll processing itself Sequence the cutover to minimize risk a failed transition affects real people's paychecks and benefits, not just internal admin Confirm and directly register CTS for state income tax withholding and unemployment insurance in every state where CTS has employees Own state‑specific compliance obligations that a PEO otherwise absorbs Track multi‑state paid leave and employment law changes on an ongoing basis as CTS adds states/employees Research, compare, and select a cost‑effective, quality group health insurance plan to replace PEO‑provided coverage, including running the vendor/broker comparison process directly rather than through the PEO Research, select, and implement a company retirement plan (401k or equivalent), including evaluating whether it satisfies state mandates like CalSavers Own open enrollment and ongoing plan administration once selected Balance cost control against competitiveness/retention as CTS scales headcount Manage and develop a small HR team, including balancing team members’ existing strengths and development areas Own recruitment, onboarding, and employee records for a fast‑growing organization Maintain and finish outstanding foundational HR documentation (e.g., employee handbook/manual) and keep it current across all states of operation Serve as the primary point of contact for employee relations, performance management processes, and HR‑related policy questions Own coordination with outside immigration counsel on visa sponsorship, work authorization, and related casework for employees who need it Track work authorization deadlines and renewals as part of standard personnel record‑keeping Build and maintain auditable personnel record systems independent of the PEO’s system of record Establish CTS‑owned HR policies (time off, leave, contractor classification, etc.) currently managed by an external source Ensure worker classification (employee vs. contractor, domestic vs. international) is legally sound and consistently documented Coordinate with Finance on payroll funding, tax filings, and expense workflows Coordinate with Legal/outside counsel on contractor agreements, worker classification, and employment law matters Coordinate with IT on payroll/HRIS system implementation and data security Skills & Qualifications Required: Bachelor’s Degree: HR, Business Administration, or a related field Preferred: SHRM-CP or PHR (or the senior versions, SHRM-SCP/SPHR) and CPP (Certified Payroll Professional) Direct, hands‑on experience with a PEO-to-in‑house transition, or equivalent experience building HR/payroll infrastructure from scratch at a growing company Working knowledge of multi‑state payroll tax registration, unemployment insurance, and business licensing requirements Experience selecting and implementing payroll platforms not just operating one Experience directly sourcing (not just administering) group health insurance and retirement plans People management experience, able to lead, coach, and hold a small team accountable Comfortable owning a high‑stakes, multi‑month project with legal and financial consequences, while keeping day‑to‑day HR running What We Offer Remote‑First & Hybrid positions Competitive salary + performance‑based bonuses Paid time off, paid holidays, & floating holidays Real mentorship and fellowship Employee recognition programs Career development and growth opportunities Entrepreneurship training (learn how to build a business!) #J-18808-Ljbffr