HR Manager

Location: Schaumburg, IL (4-5 days onsite) The HR Manager is a hands-on HR leader responsible for executing HR programs, supporting managers, and ensuring compliant, consistent employee practices across a growing multi-state workforce. Reporting to the CHRO, this role serves as the primary resource for employee relations, accommodations, compliance, investigations, and manager coaching while helping scale HR processes and infrastructure as SMG3 approaches and surpasses 100 employees. The HR Manager works closely with the CHRO on strategy and high-risk matters and is supported by an HR Generalist in the administration and coordination of HR operations. Responsibilities HR Operations, Lifecycle & Metrics Own the execution and effectiveness of the employee lifecycle across all company locations. Analyze HR workflows, identify gaps, and recommend process improvements as the company scales. Analyze HR metrics and prepare findings for CHRO and leadership review. Employee Relations & Investigations Serve as a primary point of contact for employee relations. Serve as the primary investigator for employee relations matters, escalating executive-level complaints, senior-leadership allegations, high-risk discrimination or harassment claims, or matters requiring outside counsel to the CHRO. Own the ADA/FMLA interactive process, including accommodation decisions and documentation, escalating only high-risk cases to the CHRO. Oversee the recruiting and hiring process. Coach and train people managers on leadership practices, performance documentation, and consistent policy application across all twelve states and all internal teams. Support and guide managers in all aspects of employee relations. Compliance & Risk Implement and monitor the company’s HR compliance program company-wide, translating CHRO-set governance priorities into day-to-day practice. Partner with the HR Generalist on recordkeeping and administrative compliance work. Process & Change Management: Own Performance Review, Onboarding, and Offboarding, and employee communication processes Own the disciplinary process end-to-end: documentation quality control, termination review, and consistency across departments and locations. Own Process adoption across the company Own day-to-day benefits management and handle employee escalations that the Generalist can’t resolve at the administrative level. Lead implementation of HR system changes: communication, training, and adoption monitoring. Multi-State Scope Own HR execution for employees in Illinois (headquarters), California, Colorado, Georgia, Massachusetts, Minnesota, North Carolina, Ohio, Oregon, Tennessee, Texas, and Washington. Maintain working knowledge of state-specific leave, wage-and-hour, and accommodation requirements in each of these states, and flag jurisdiction-specific risk to the CHRO as the company’s footprint evolves. Required Experience 5+ years of progressive HR experience, including direct experience conducting employee relations investigations and managing the ADA interactive process. Working knowledge of multi-state employment law, or a demonstrated ability to build that knowledge quickly and reliably. Experience managing performance improvement, disciplinary actions, and involuntary separations. Experience coaching and training people managers, not just individual contributors. Strong written documentation skills — this role’s work product needs to hold up if it’s ever reviewed by outside counsel or a regulator. Bachelor’s degree in Human Resources, Business, or related field, or equivalent professional experience. None Certifications Required Preferred PHR, SPHR, SHRM-CP, or SHRM-SCP certification. Experience supporting a multi-state or remote-heavy workforce. Experience building or scaling HR infrastructure in a growing company, roughly 50-150 employees. Salary Range $110,000-$130,000/yr About SMG3 Equal Opportunity Employment Statement We are an equal-opportunity employer and value diversity at every level of our organization. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, or protected veteran status. We are committed to fostering an inclusive environment where all individuals feel respected, supported, and able to thrive. AI Is Used in Our Hiring Process We use AI-assisted tools from platforms such as Indeed and LinkedIn to help screen and evaluate applicants for this role. These tools may review your resume, application, and profile data. All final decisions are made by a person on our team. It is unlawful for an employer to use artificial intelligence in a manner that has the effect of discriminating against a job applicant or employee on the basis of race, color, religion, sex, national origin, ancestry, age, order of protection status, marital status, physical or mental disability, military status, sexual orientation, pregnancy, or unfavorable discharge from military service, as prohibited under the Illinois Human Rights Act, 775 ILCS 5/2-102(L). [must be included AS IS, as per IDHR Subpart J] Why Join Strategic Mobility Group (SMG3): At SMG3, we believe that our people are the key to our success. We live our values every day, delivering excellence not just in our products and services, but in how we support each other and our clients. If you’re ready to grow your career in a collaborative, customer-first environment, we’d love to hear from you. Our Core Values at Work At SMG3, we don't just talk about values; we live them: Customer Focus & Service Excellence is the heart of any customer-centric organization. Integrity, Accountability & Teamwork build a trustworthy and collaborative culture. Communication & Clarity ensure everyone understands and is understood, which is vital for smooth operations. Continuous Improvement & Operational Excellence drive the organization forward, ensuring it never stagnates and always delivers top-tier results. Applicants must be authorized to work in the U.S. Background checks and client site access requirements may apply. #J-18808-Ljbffr