Human Resources Manager

Our client a growing multi state distribution company, is hiring an HR Manager to become the company's dedicated internal HR leader. As the company continues to grow, our client needs a hands-on HR professional who can create structure, reduce risk, support employees and managers, and build scalable HR processes without losing the organization's people-first culture.

This is a builder role. The HR Manager will assess what currently exists, identify compliance and process gaps, prioritize the most urgent needs, and implement practical improvements in manageable steps. The ideal candidate is comfortable operating as a one-person HR department at launch, partnering closely the Business Operations Manager, the COO, CEO, ownership, and location managers.

What You Will Own

• Build HR infrastructure: Create and formalize HR processes, policies, SOPs, workflows, and documentation for the distributor side of the business.
• Employee handbook and policy rollout: Develop or adapt an employee handbook, coordinate leadership review, and roll it out through clear employee and manager communication.
• Compliance and audit readiness: Audit current HR practices and identify gaps across employee files, I-9/E-Verify, benefits, leaves, payroll coordination, records retention, and state-specific employment requirements.
• Multi-state HR support: Support employees and managers across locations and remote populations, with particular attention to states with more complex requirements such as California and New York.
• Personnel file modernization: Review paper personnel files, separate confidential documents appropriately, and help determine the right digital document strategy using ADP, OneDrive, or another approved structure.
• ADP TotalSource / PEO optimization: Use ADP TotalSource more fully for onboarding, E-Verify, employee self-service, document management, communications, reporting, and HR compliance support.
• Employee relations and manager coaching: Guide managers through performance concerns, discipline, investigations, terminations, documentation, and consistent treatment of employees.
• Recruiting and onboarding structure: Create a more consistent process for requisitions, job postings, interviews, offers, onboarding, new-hire paperwork, and communication with payroll/management.
• Benefits, 401(k), and employee communication: Help employees understand benefits, 401(k), time-off policies, and HR resources, including communication methods for warehouse employees who may not use company email.
• Employee engagement and culture: Support practical engagement initiatives that fit the culture, including communication, recognition, training, manager support, and hourly-workforce engagement.
• Leadership partnership: Present priorities, risks, recommendations, pros/cons, and implementation plans in a clear, practical, business-focused way.