Human Resource Manager

Job Summary: The Human Resources Manager is responsible for managing and overseeing the delivery of comprehensive human resources services across multiple affiliated operating companies supported by Salt River Shared Services (SRSS), while sharing responsibility for the oversight of HR operations, benefits, employee relations, performance management, compensation administration, recruitment, HR information systems (HRIS), and regulatory compliance. The position serves as a key advisor to executive leadership and management on employment practices, workforce matters, organizational changes, and HR policies and procedures. The HR Manager provides guidance and recommendations to support informed management decisions, ensure consistency in employment practices, and mitigate organizational risk. The position is responsible for developing, implementing, and maintaining effective HR processes, systems, and internal controls that support operational efficiency, regulatory compliance, and consistent service delivery while addressing the unique business needs of each operating company. Requirements Essential Duties and Responsibilities: HR Operations & Shared Services Management Manages day-to-day HR service delivery for multiple affiliated operating companies, coordinating priorities and responding to differing operational needs. Develops and maintains HR policies, employee handbooks, standard operating procedures, workflows, and internal controls to improve consistency, efficiency, and compliance. Advises executives and managers on workforce practices, organizational changes, employment policies, and HR-related operational risks. Oversees HR records, employee data integrity, confidentiality, required reporting, and coordination of HR audits and compliance activities. Employee Relations & Compliance Leads workplace investigations, evaluates findings, documents conclusions, and recommends appropriate responses to management. Advises leaders on employee concerns, progressive discipline, performance improvement, accommodations, and separations; prepares or reviews corrective-action, PIP, and termination documentation as needed. Reviews proposed employment actions for policy consistency, supporting documentation, and legal considerations before management or executive approval and implementation. Interprets employment requirements across applicable jurisdictions and coordinates with legal counsel and other resources on complex matters. HRIS & Compensation Supports HRIS administration, configuration, data accuracy, vendor coordination, troubleshooting, and system/process improvements, in collaboration with the payroll and HR team. Administers annual performance evaluation and merit processes and coordinates approved employee pay and status changes. Reviews and recommends compensation adjustments, job classifications, and related documentation; verifies required executive approvals before processing. Benefits, Leave & Employee Lifecycle Supports benefits administration, open enrollment, carrier and vendor relationships, eligibility, and resolution of complex coverage issues. Coordinates leave and accommodation processes, including supporting documentation, management consultation, and applicable compliance requirements. Supports recruitment, onboarding, employee changes, and offboarding performed by Payroll and HR staff, providing guidance on complex cases and ensuring accurate records and procedures. Employee Engagement & Organizational Support Administers employee engagement surveys, reviews results and trends, and advises leaders on follow-up actions and employee retention initiatives. Collaborates with Finance, operating-company leaders, and service providers on HR planning, operational improvements, and special projects. Payroll Backup to Payroll as needed Performs other related duties as assigned by management. The above-cited duties and responsibilities describe the general nature and level of work performed by people assigned to the job. They are not intended to be an exhaustive list of all the duties and responsibilities that an incumbent may be expected or asked to perform. Core Values Honest and Humble Reliable and Takes Ownership Team Player and Can-do Attitude Professionally Competent & Disciplined Customer Focused Proactive & Problem Solver Education and Experience Requirements: Requires a bachelor’s degree in business or human resource management from an accredited university or equivalent combination of education and/or experience in related fields. At least five (5) years of progressively responsible HR experience, including HR operations, employee relations, performance management, and compliance. Demonstrated ability to advise management, independently manage complex HR matter, and coordinate multiple HR functions. Experience with HRIS/payroll platforms (Paylocity) and supporting multiple business units preferred. Knowledge/Skills/Abilities HR Operations Management: Demonstrated ability to oversee multiple HR functions, establish priorities, streamline processes, and maintain effective operational controls across multiple business units. Leadership & Collaboration: Ability to lead HR initiatives, coach managers, provide subject-matter guidance to administrative staff, and coordinate work effectively. Employee Relations & Compliance: Strong knowledge of workplace investigations, performance management, disciplinary practices, employment laws, and regulatory compliance. Business Partnership & Professional Judgment: Ability to advise management and executive leadership on complex HR matters, assess organizational risks, and provide sound, practical recommendations. Analytical & Problem-Solving Skills: Ability to evaluate information, identify issues, develop solutions, and recommend improvements to HR practices and operational processes. Communication & Interpersonal Skills: Strong written and verbal communication skills, with the ability to build collaborative relationships and communicate effectively with employees, management, executives, and external partners. Confidentiality & Discretion: Ability to exercise sound judgment, maintain confidentiality, and handle sensitive employee and organizational matters professionally. Organization & Adaptability: Ability to independently manage competing priorities, meet deadlines, and adapt to changing business needs across multiple operating companies. HR Technology & Systems: Proficiency in HRIS, payroll systems, and Microsoft Office applications, with the ability to identify and implement system improvements. Equal Employment Opportunity and Preference Policy The Company is an Equal Opportunity/Affirmative Action Employer. In accordance with the Salt River Pima-Maricopa Indian Community preference policy and applicable law, preference in employment, promotion, transfer, training, and rehire will be given in the following order: (1) Enrolled SRPMIC Community Member Veteran, (2) Enrolled SRPMIC Community Member, (3) Legal Spouse of an Enrolled SRPMIC Community Member, (4) Enrolled Member of another federally recognized Indian Tribe, and (5) other qualified applicants. All employment decisions are based on qualifications, ability, and job performance. #J-18808-Ljbffr Salt River Shared Services