Human Resources Manager

Job Description

Job Description

The First Voice Every New Hire Hears Will Be Yours

Half of all employees say they don't know what's expected of them at work. That number drives us crazy, and we're hiring the person whose job is to fix it here.

We're Huntington Jeep Chrysler Dodge Ram Hyundai Genesis. Family-owned for over 75 years, Long Island's oldest Jeep dealership, and now big enough that culture doesn't take care of itself anymore. Somebody needs to own it.

Here's who we think that is. You're probably working in HR at a bigger company right now, doing most of a manager's job without the manager's title. You've sat in meetings watching decisions get made two levels above you and thought, I would have handled that better. At a corporate group you might wait ten years for the seat we're offering. Here, all of it is yours from day one.

And we mean all of it. When someone joins this company, you're the first person they deal with. Not their manager, not their department. You. Whether their first day feels like joining a family business or filling out forms at the DMV comes down to how you build it. You'll recruit the people who carry our name forward and build the reasons they stay.

There's no HR department above you and no regional office reviewing your work. The owners sit down the hall. Bring them a better way to do something and the answer you'll get is "show me."

What Success Looks Like

We don't hire against a list of duties. We hire against outcomes, so here's what winning looks like in this seat:

First 90 days. Payroll, benefits, and timekeeping are yours end to end. Payroll runs clean and on time every cycle, and when employees have a question, they already know you're the one to ask.

First 6 months. Recruiting and onboarding are rebuilt your way. Job postings that pull in real performers instead of warm bodies. Interviews that get to the truth instead of rehearsed answers. A first week that makes new hires glad they said yes.

First year. We're audit-ready every day of the year and compliant with federal, New York State, and local employment law, and you can walk into the owners' office with numbers to back it up: faster time-to-fill, better retention, employees who actually know what's expected of them.

Do that and you'll have a track record most HR managers need a decade to put together. One seat, your name on all of it.

What You'll Need

You've run payroll and benefits before, and you know your way around an HRIS (we use BambooHR). You know employment law well enough to keep us out of trouble and you're comfortable telling leadership no when it matters. Confidential stays confidential with you, no exceptions. The job takes an odd combination: the precision of an accountant and the warmth of a host. Most people have one or the other.

We're not asking for 15 years of experience. We're asking for proof you can own an outcome. If you've done pieces of this job and want the whole thing, you're who we wrote this for.

Why Here

This is a family business, not a corporate machine. Your ideas won't die in a committee because we don't have committees. Every system you build here is one you built. Every hire you make is one you made. Three years from now your resume won't say you "supported HR initiatives." It'll say you ran the whole thing.

The package: Medical, dental & vision | HSA | 401(k) & Roth 401(k) with employer contribution | PTO, paid holidays & parental leave | View email address on ziprecruiter.com college program | Employee purchase & discount programs | Pet insurance, Aflac, EAP, volunteer time off, and more.

The Ask

If you read the outcomes above and your first thought was give me the keys, apply and tell us about the closest thing you've already done. One real example is worth more to us than ten adjectives.

If reading them made you tired, no hard feelings. This job isn't for everyone, and that's by design.