Human Resources Manager

Overview:
The Human Resource Manager is responsible for overseeing all aspects of HR operations, including employee recruitment, payroll administration, employee relations, and benefits management. The HR Manager will also serve as the primary liaison with the Professional Employer Organization (PEO), ensuring smooth HR processes and compliance with federal, state, and local regulations. This role plays a key part in fostering a positive work environment and driving HR strategies that align with the company's objectives.

Key Responsibilities:
1. PEO Relationship Management:
- Serve as the primary point of contact for the PEO to ensure compliance with HR policies, payroll, benefits, and employee-related legal requirements.
- Manage HR services provided by the PEO, such as benefits administration, payroll processing, and employee onboarding/offboarding.
- Review and negotiate contracts with PEO to optimize HR service delivery.

2. Recruitment & Talent Acquisition:
- Develop and execute recruitment strategies to attract top talent.
- Manage full-cycle recruitment, including job postings, candidate screening, interviews, and offer negotiations.
- Partner with department managers to understand hiring needs and ensure timely hiring of qualified candidates.
- Develop and maintain a strong employer brand to attract quality applicants.

3.Payroll Administration:
- Oversee payroll processing in partnership with the PEO to ensure timely and accuratepayments to employees.
-Resolve payroll discrepancies and inquiries from employees in a prompt and professionalmanner.
-Ensure compliance with all payroll-related laws and regulations, including taxes, benefits,and other withholdings.

4.Employee Relations:
- Serve as a resource for employees on HR-related matters, fostering an open-door policy forall HR concerns.
-Address and resolve employee conflicts, grievances, and disciplinary actions in accordancewith company policies and legal requirements.
- Conduct investigations into employee complaints, ensuring fair and consistent treatment forall employees.

5.Benefits Management:
-Oversee the administration of employee benefits, including health insurance, retirementplans, and other perks, ensuring employees are well-informed and enrolled.
-Work with the PEO to review and optimize the company's benefits offerings.
-Conduct annual benefits reviews and manage the open enrollment process.

6.Compliance & Policy Development:
-Ensure HR policies are in compliance with local, state, and federal laws.
-Develop, implement, and update company HR policies and employee handbooks.
-Manage employee files and records in a confidential and compliant manner.

7.HR Strategy & Development:
-Develop and implement HR strategies that support business objectives, employeeengagement, and organizational growth.
-Provide leadership on diversity, equity, and inclusion initiatives.
-Monitor industry trends to recommend HR best practices and innovative solutions.

Qualifications:
- Bachelor's degree in Human Resources, Business Administration, or a related field.-A minimum of 2-3 years of HR experience, including managing relationships with a PEO, recruitment, payroll, and benefits.-Strong knowledge of HR laws, regulations, and best practices.-Experience with HRIS and payroll software (experience with PEO platforms is a plus).-Excellent communication, interpersonal, and problem-solving skills.-Strong leadership and decision-making abilities.-SHRM-CP, SHRM-SCP, or PHR certification is preferred.

Benefits:
-Competitive salary
-Health, dental, and vision insurance
-Retirement plan with company match
-Paid time off and holidays
-Professional development opportunities

Note: Nothing in this job specification restricts management's right to assign or reassign duties and responsibilities to this job at any time. Critical features of this job are described under various headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. The above statements are strictly intended to describe the general nature and level of the work being performed. They are not intended to be construed as a complete list of all responsibilities, duties, and skills required of employees in this positi on.