Human Resources Manager

The Human Resources Manager is responsible for leading and administering all human resources functions for the organization. This position serves as a strategic and operational partner to leadership while ensuring compliance with federal, state, and local employment laws. Responsibilities include employee relations, benefits administration, payroll and tax compliance, talent acquisition, performance management, workers' compensation, retirement plan oversight, policy development, safety initiatives, employee engagement, vendor management, and HR compliance programs. This position functions as the primary HR resource for the organization and plays a key role in supporting a positive workplace culture, employee development, and organizational success.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Human Resources Administration Manage all day-to-day HR operations and serve as the primary point of contact for employee and management HR-related matters. Develop, implement, and maintain HR policies, procedures, and employee handbook provisions. Ensure compliance with federal, state, and local employment laws and regulations. Maintain employee records, HRIS systems, and personnel files while ensuring data integrity and confidentiality. Provide guidance and coaching to managers regarding employee relations, performance management, disciplinary actions, terminations, and workplace concerns. Conduct investigations into employee complaints, policy violations, and workplace issues and recommend appropriate resolutions. Support organizational planning, workforce development, and succession planning initiatives. Talent Acquisition and Onboarding Manage full-cycle recruitment efforts including job postings, sourcing, interviewing, candidate selection, offer administration, and onboarding. Partner with department leaders to identify staffing needs and recruitment strategies. Coordinate new hire orientation and onboarding programs to support employee success and retention. Develop and maintain recruiting relationships, applicant tracking processes, and employment branding initiatives. Employee Development and Engagement Support performance management processes, including performance evaluations, coaching, and employee development planning. Coordinate employee training and professional development opportunities. Develop and implement employee engagement initiatives that support retention, morale, and workplace culture. Assist leadership in identifying opportunities to improve employee satisfaction and organizational effectiveness. Plan and coordinate employee recognition programs and company-sponsored events. Benefits Administration Administer employee benefit programs including medical, dental, vision, life insurance, disability, wellness, and voluntary benefit offerings. Serve as liaison between employees, benefit providers, brokers, and vendors. Coordinate annual open enrollment activities and employee benefit communications. Assist employees with benefit-related questions and issue resolution. Monitor benefit plan compliance and reporting requirements. Evaluate benefit offerings and provide recommendations to leadership regarding plan design, utilization, and cost management. Payroll, Tax Compliance, and State Registrations Partner with payroll providers or internal payroll personnel to ensure accurate and timely payroll processing. Oversee payroll tax registrations and compliance requirements in all applicable states and local jurisdictions. Coordinate and maintain state unemployment insurance registrations and accounts. Manage state payroll tax notices, agency correspondence, and registration requirements for new jurisdictions. Monitor compliance with wage and hour laws, payroll reporting requirements, and payroll-related audits. Assist with payroll reconciliations and reporting activities as needed. Workers' Compensation and Leave Administration Administer the organization's workers' compensation program. Manage workplace injury reporting, claim administration, and return-to-work processes. Coordinate with insurance carriers, adjusters, medical providers, and employees regarding claims. Monitor claim trends and identify opportunities for risk reduction.Administer leave programs including FMLA, ADA accommodations, state leave programs, and other protected leaves. Ensure accurate documentation and compliance with applicable leave regulations. Oversee administration of the organization's retirement plans, including 401(k) and other qualified retirement programs. Coordinate with retirement plan administrators, recordkeepers, financial advisors, and third-party vendors. Support employee enrollment, education, and retirement planning communications. Assist with annual compliance testing, audits, reporting requirements, and regulatory filings. Ensure retirement plans remain compliant with applicable regulations and plan documents. Compliance and Risk Management Monitor changes in employment laws and regulations and implement necessary policy and procedural updates. Coordinate required workplace postings, employment law notices, and compliance reporting. Support internal audits and respond to employment-related agency inquiries. Maintain compliance with I-9, EEO, ACA, COBRA, HIPAA, and other employment-related requirements. Develop and implement strategies to minimize organizational risk and maintain regulatory compliance. Safety and Workers' Protection Programs Coordinate workplace safety initiatives and support a culture of safety throughout the organization. Maintain OSHA logs and related reporting requirements as applicable. Coordinate safety training and workplace injury prevention efforts. Investigate workplace incidents and recommend corrective actions when necessary. Partner with leadership to identify and address workplace safety concerns. Vendor and HR Systems Management Manage relationships with HR-related vendors, including payroll providers, benefits brokers, retirement plan administrators, insurance carriers, background screening providers, and HR technology vendors. Evaluate vendor performance and recommend improvements or changes as appropriate. Serve as primary administrator for HRIS and related HR technology platforms. Coordinate system implementations, upgrades, and process improvements. Budgeting and Reporting Assist with development and management of the HR department budget. Monitor benefit, recruiting, and HR-related expenditures. Prepare HR metrics, reports, workforce analytics, and compliance reports for leadership. Analyze workforce trends and provide recommendations to support organizational goals. Supervisory Responsibilities Provide leadership, training, and performance management for HR staff, as assigned. Foster a collaborative, service-oriented HR function that supports employees and organizational objectives. Additional Responsibilities Participate in strategic planning and organizational initiatives. Support special projects and business needs as assigned. Perform other related duties as required.

QUALIFICATIONS

Required Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience. Five (5) or more years of progressive human resources experience. Experience managing benefits administration, employee relations, compliance, payroll, recruiting, and HR operations. Working knowledge of federal and state employment laws and regulations. Experience with HRIS, payroll systems, and benefits administration platforms. Strong communication, organizational, analytical, and problem-solving skills. Ability to maintain confidentiality and exercise sound judgment. Preferred Qualifications Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP. Multi-state employment law and payroll compliance experience. Experience supporting professional services organizations, accounting firms, or similar environments. Experience administering retirement plans and workers' compensation programs.

PHYSICAL REQUIREMENTS

Ability to sit, stand, walk, and use standard office equipment for extended periods. Ability to occasionally lift and carry up to 20 pounds. Ability to travel occasionally for meetings, training, or company events.

WORK ENVIRONMENT AND SCHEDULE

This position is based in the office during the introductory onboarding and training period. Upon successful completion of 90 days of employment, employees may become eligible for a hybrid work arrangement, subject to business needs, job performance, and management approval.

BENEFITS

The organization offers a competitive compensation and benefits package, including medical, dental, vision, retirement benefits, paid time off, paid holidays, and other employee benefit programs. #J-18808-Ljbffr Cathedral CPAs & Advisors