Human Resources Manager

Job Title: HR Manager

Department: Human Resources

Location: Plantation, Florida

Reports To: SVP - Human Resources

Employment Type: Full-Time

Experience Required: 7+ years of progressive HR experience

Position Summary:

The HR Manager is responsible for providing comprehensive HR support and business partnerships to employees, managers, and business leaders across the organization.

Reporting directly to the SVP of Human Resources , this role serves as a key HR partner responsible for driving effective HR operations, employee relations, performance management, employee engagement, HR compliance, leave administration, and people-related initiatives.

The HR Manager will work closely with business leaders and managers to understand workforce needs, provide practical HR guidance, ensure consistent application of policies and processes, and support a positive and high-performing workplace culture.

The role will also contribute to the development and implementation of HR processes, workflows, SOPs, and strategic HR initiatives across the organization.

Key Responsibilities:

HR Business Partnering:

• Serve as a trusted HR advisor and business partner to managers and employees.
• Partner with leaders to understand business priorities, workforce challenges, and people-related needs.
• Provide guidance on HR policies, procedures, employee matters, and organizational practices.
• Conduct regular meetings with managers and business leaders to proactively identify and address HR concerns.
• Support leaders in making effective and consistent people-related decisions.
• Partner with HR leadership on the implementation of organizational HR initiatives

Employee Relations:

• Manage employee relations matters from initial concern through resolution.
• Partner with managers on employee performance, conduct, attendance, workplace concerns, and other employee-related matters.
• Conduct or support workplace investigations as required.
• Ensure employee relations matters are appropriately documented and handled consistently.
• Escalate complex or high-risk matters to HR leadership and/or Legal when appropriate.

Union & Labor Relations:

• Serve as the primary HR point of contact for union employees and union-related HR matters within the assigned business population.
• Develop and maintain effective working relationships with union representatives, shop stewards, and union leadership.
• Interpret and administer applicable Collective Bargaining Agreements (CBAs) in partnership with HR leadership and Legal.
• Ensure HR practices and employee actions are consistent with applicable union agreements, company policies, and employment laws.
• Partner with managers to address employee relations matters involving union employees.
• Support the administration of:
• Grievances
• Disciplinary actions
• Attendance matters
• Performance concerns
• Employee complaints
• Investigations
• Leave-related matters
• Policy violations
• Participate in grievance meetings and other labor-management discussions as required.
• Maintain appropriate documentation of union-related employee matters and actions.
• Monitor and track grievances, disciplinary actions, and other labor relations cases.
• Partner with HR leadership and Legal on escalated or complex labor relations matters.
• Support the implementation and communication of changes arising from collective bargaining agreements.
• Ensure managers understand and consistently apply union-specific requirements.
• Support union-related reporting, documentation, and compliance requirements.
• Support preparation for union meetings, negotiations, and contract discussions as requested by HR leadership.
• Identify trends and recurring issues within the union population and recommend appropriate HR interventions.

HR Operations:

• Oversee day-to-day HR operations and ensure timely and accurate execution of HR processes.
• Support employee lifecycle processes, including onboarding, transfers, promotions, job changes, leaves, and exits.
• Ensure employee records and HR documentation are maintained accurately.
• Review and respond to HR inquiries from employees and managers.
• Identify process gaps and recommend improvements to enhance HR service delivery.
• Develop and maintain HR SOPs, workflows, templates, and process documentation.

Leave & Attendance Management:

• Oversee and support employee leave processes, including FMLA, LOA, and other applicable leaves.
• Partner with employees, managers, Benefits, and other stakeholders to ensure timely follow-up on leave cases.
• Support attendance management and policy interpretation.
• Review attendance trends and identify recurring concerns.
• Provide guidance to managers regarding attendance-related employee matters.
• Ensure leave and attendance practices are aligned with applicable policies and regulations.

Performance Management:

• Support the organization's performance management process.
• Partner with managers on performance-related matters, including performance improvement plans and corrective action.
• Coach managers on setting expectations, providing feedback, documenting performance concerns, and conducting effective performance conversations.
• Support performance review cycles and ensure timely completion of required activities.
• Identify opportunities to strengthen performance management practices across the organization.

Employee Engagement & Culture:

• Support initiatives that strengthen employee engagement, retention, and workplace culture.
• Partner with HR leadership to implement employee engagement programs and initiatives.
• Gather employee feedback and identify opportunities to improve the employee experience.
• Support recognition, communication, wellness, and employee experience initiatives.
• Promote a positive, inclusive, and collaborative workplace culture.

HR Compliance:

• Ensure HR practices are aligned with applicable federal, state, and local employment requirements.
• Support HR compliance audits and reviews.
• Maintain appropriate employee documentation and records.
• Partner with Legal and HR leadership on employment-related compliance matters.
• Stay informed about relevant changes in employment legislation and recommend appropriate HR process updates.

Payroll, HRIS & Timekeeping Partnership:

• Partner with HRIS and Payroll teams to resolve employee-related data, payroll, timekeeping, and system issues.
• Review employee timekeeping and PTO-related concerns with managers as required.
• Support accurate and timely completion of HR transactions.
• Ensure employee information is accurately maintained within HR systems.
• Provide business context and HR guidance for HRIS-related process improvements.

Note: The HR Manager will be a business user/partner to HRIS and Payroll and will not own HRIS administration or system configuration.

HR Reporting & Insights:

Prepare and review HR reports related to: Headcount, Attrition, Attendance, Leave, Performance, Employee engagement

Preferred Qualifications:

• Bachelor's degree in human resources, Business Administration, or a related field preferred.
• 7+ years of progressive Human Resources experience.
• Strong HR Generalist / HR Business Partnering background.
• Demonstrated experience in employee relations and manager coaching.
• Experience with performance management and employee development.
• Knowledge of HR policies, practices, and employment regulations.
• Experience handling confidential and sensitive employee matters.
• Experience with leave administration, including FMLA/LOA, preferred.
• Experience supporting multi-business-unit or fast-paced organizations preferred.
• Strong written and verbal communication skills.
• Strong analytical, organizational, and problem-solving skills.
• Ability to manage multiple priorities and work independently.