HR Manager

Job Description

Job Description

Description:

The HR Manager translates policy and compliance requirements into consistent day-to-day practice, resolves issues as they arise, and maintains operational integrity and quality standards. This position ensures policies become action and employee needs are met with accuracy and reliability. This is a hands-on role responsible for delivering HR operations across assigned client organizations, with supervision of assigned staff. 

Core Functions

• Serve as the primary HR point of contact for employees and managers across assigned client organizations, independently researching issues, resolving concerns, and providing guidance within established authority.
• Own leave of absence administration end to end, including intake, eligibility determination, tracking, return-to-work coordination, and accommodation requests.
• Administer employee benefits and retirement programs, including open enrollment, enrollments, qualifying life events, contribution changes and deferral elections, terminations, audits, reconciliations, and employee communications. 
• Manage employee relations matters, including issue intake, investigation, documentation, corrective action, and manager guidance through sensitive situations and performance counseling.
• Provide supervision of assigned staff, including work assignment, quality review, coaching, development, and accountability for service delivery.
• Oversee payroll data accuracy and timeliness for assigned client organizations, including review of employee data, status changes, and deductions ahead of processing.
• Support performance management processes, including review cycles, corrective action, performance improvement plans, and manager accountability.
• Execute compliance activities and maintain accurate, complete, and audit-ready employee records, documentation, reporting, and required filings.
• Maintain accurate employee data across HRIS, benefits, and related systems.
• Execute HR project work, including handbook updates, policy revisions, onboarding and orientation programs, organizational changes, and audits.
• Prepare HR documentation, reports, communications, and training materials for internal and client-facing use.
• Other duties as assigned.

• Bachelor's degree in Human Resources, Business Administration, or equivalent professional experience.
• Seven or more years of progressive human resources experience across employee relations, leave administration, benefits and retirement programs, compliance, and performance management.
• Experience working in multi-state environments and applying federal, state, and local employment requirements.

Core Competencies

•   Judgment & Discretion: Exercises sound judgment and maintains confidentiality when handling sensitive employee, client, and business matters. 
• Accountability: Takes ownership of work, follows through on commitments, and accepts responsibility for outcomes and deliverables. 
• Customer Service Orientation: Delivers responsive, professional, and solution-oriented service to employees, managers, clients, and business partners. 
•   Inclusiveness & Respect: Values diverse perspectives, backgrounds, experiences, and working styles while treating others with professionalism, fairness, dignity, and respect. 
• Relationship Management: Builds and maintains productive working relationships while effectively navigating varying personalities and organizational dynamics. 
• Human Resources Expertise: Applies knowledge of employee relations, payroll, benefits, compliance, performance management, and HR operations to support assigned organizations. 
• Technology & Systems Agility: Effectively utilizes HR technology and business systems while quickly learning new platforms and adapting to changing technologies. 
• Problem Solving & Decision Making: Research issues, evaluate information, and implement practical solutions while balancing risk, compliance, and business needs. 
• Organization & Execution: Manages multiple priorities, deadlines, and competing demands while maintaining accuracy, quality, and follow-through. 
• Communication: Communicates clearly, professionally, and effectively through written, verbal, and interpersonal interactions.

Employment with MDC is on an at-will basis, meaning that either the employee or the company may terminate the employment relationship at any time, with or without cause or notice. MDC is committed to providing equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, genetics, or any other characteristic protected by law. We comply with the Americans with Disabilities Act (ADA) and will consider reasonable accommodations necessary to enable individuals with disabilities to perform the essential functions of the job.