Human Resources Manager

HR Manager

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.