Human Resources Manager

Blue Line Security Solutions is seeking an experienced Human Resources Manager to lead our growing HR function and serve as the senior HR resource for company leadership, managers, and employees.

This is a hands-on HR leadership position responsible for employee relations, employment compliance, performance management, leave administration, investigations, disciplinary processes, policy development, recruiting support, and overall HR operations for a growing, multi-state private security organization.

The HR Manager will work closely with company leadership, Operations, and the existing HR Specialist to ensure HR processes are consistent, compliant, well-documented, and aligned with the needs of a 24/7 field workforce.

The ideal candidate will bring strong HR knowledge, sound judgment, excellent communication skills, and the ability to handle sensitive employee matters professionally and confidentially.
Key Responsibilities
Employee Relations

• Serve as the primary HR resource and escalation point for employee relations matters.
• Address employee concerns, complaints, workplace issues, and conflicts.
• Conduct or coordinate internal HR investigations and maintain appropriate documentation.
• Advise managers regarding employee performance, conduct, attendance, and policy concerns.
• Identify recurring employee relations trends and recommend appropriate corrective action.
• Maintain professional and confidential handling of sensitive employee matters.

Performance Management, Discipline & Separations

• Guide managers through verbal and written warnings, performance improvement plans, and other corrective actions.
• Review disciplinary documentation for consistency, completeness, and compliance.
• Coordinate significant disciplinary matters and employment terminations with company leadership.
• Oversee employee separation and offboarding processes.
• Ensure required termination documentation, internal notifications, company property return, and other separation requirements are completed.
• Support unemployment claim responses and hearings when necessary.

Leave & Accommodation Administration

• Manage employee leave requests, including FMLA and applicable federal, state, and local leave programs.
• Coordinate ADA accommodation requests and the interactive process.
• Manage return-to-work documentation, work restrictions, and related employee and manager communication.
• Maintain complete and confidential leave and accommodation records.
• Ensure leave and accommodation processes are administered consistently and appropriately.

HR Compliance

• Lead HR compliance efforts across the states where Blue Line operates.
• Maintain working knowledge of applicable employment requirements, including wage and hour, leave, recordkeeping, employee classification, and other HR-related requirements.
• Conduct periodic audits of personnel files, HR records, and HR processes.
• Identify compliance gaps and coordinate corrective actions.
• Review client-specific workforce and HR requirements and coordinate implementation with leadership and Operations.
• Coordinate with legal counsel, insurance partners, and company leadership when appropriate.

Policies & Procedures

• Maintain and update company HR policies, procedures, and employee handbook.
• Develop and maintain standardized HR forms and documentation.
• Improve HR processes as the company grows.
• Provide policy guidance and interpretation to managers and employees.
• Recommend policy and process updates based on regulatory requirements, operational needs, and HR best practices.

Recruiting & Onboarding

• Provide HR oversight of recruiting processes and workforce priorities in coordination with Operations.
• Assist with the development and maintenance of job descriptions.
• Provide guidance on candidate screening, interviews, and selection practices.
• Support recruiting for difficult-to-fill, specialized, and management-level positions.
• Oversee onboarding processes in coordination with the HR Specialist.
• Ensure background checks, licensing, training, I-9 requirements, and new-hire documentation are completed appropriately.
• Ensure onboarding requirements align with company, client, and applicable state requirements.

Workers' Compensation, Unemployment & Benefits

• Coordinate workers' compensation claims, work restrictions, return-to-work requirements, and related documentation.
• Manage unemployment claims, responses, supporting documentation, and hearings as necessary.
• Oversee and support employee benefit administration, including eligibility, enrollment, open enrollment, employee communication, and coordination with benefit providers.
• Work with company leadership and benefit partners to address employee benefit issues.

HR Leadership & Management Support

• Serve as the primary HR escalation point and subject-matter resource for the HR Specialist.
• Provide guidance and support to the HR Specialist on complex HR matters.
• Provide HR guidance and coaching to Operations Managers and company leadership.
• Help management make consistent, compliant, and well-documented employment decisions.
• Partner closely with Operations while maintaining clear ownership of HR decisions, employee relations, discipline, hiring practices, and employment compliance.
• Help establish consistent HR practices across a growing multi-state workforce.

HR Reporting & Administration

• Maintain accurate HR records and confidential employee information.
• Track key HR metrics, including turnover, vacancies, disciplinary actions, leave activity, recruiting activity, and other workforce trends.
• Prepare HR reports, compliance updates, findings, and recommendations for company leadership.
• Identify trends and recommend improvements to HR processes and workforce practices.

Role Alignment

The HR Manager owns employment-related HR oversight, including:

• Employee relations
• Discipline and corrective action
• Employment compliance
• Hiring practices
• Leave administration
• Accommodations
• HR policies and procedures
• Employee separations
• HR guidance to management

The Operations & Compliance Coordinator separately handles operational administrative and field-compliance responsibilities such as billing/timekeeping, officer credentials, site records, fleet records, equipment, and operational audits. The two positions will work together when responsibilities overlap while maintaining clear ownership of their respective areas.

Within this role, success means creating greater consistency, accountability, and structure throughout Blue Line's HR function.

The successful HR Manager will:

• Serve as a trusted HR resource for leadership and managers.
• Strengthen employee relations and disciplinary processes.
• Improve HR documentation and consistency in employment decisions.
• Maintain strong employment compliance across multiple states.
• Build effective processes for leave, accommodations, investigations, and employee separations.
• Provide leadership and support to the HR Specialist.
• Help managers navigate difficult employee situations appropriately.
• Improve the overall organization and efficiency of the HR function.
• Help Blue Line scale its workforce responsibly as the company continues to grow.

Benefits:

• Medical coverage through an ICHRA (Individual Coverage Health Reimbursement Arrangement) plan with Gravie
• Ancillary benefits (dental, vision, short-term and long-term disability, accident, life, hospital indemnity, and critical illness insurance) through MetLife
• Paid-Time Off
• Access to EAP program through MetLife with LTD disability.

Required Qualifications

• 5+ years of progressive HR experience.
• Meaningful experience handling employee relations and employment compliance.
• Prior HR Manager, Senior HR Generalist, HR Business Partner, or similar senior-level HR experience strongly preferred.
• Working knowledge of employment laws and HR best practices.
• Experience with investigations, disciplinary actions, terminations, leave administration, and employee accommodations.
• Strong written and verbal communication skills.
• Excellent documentation and organizational skills.
• Strong judgment and discretion when handling confidential and sensitive information.
• Ability to communicate effectively with employees and managers at all organizational levels.
• Ability to work independently while collaborating effectively with leadership and Operations.
• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience working in private security, contract services, healthcare, hospitality, logistics, or another high-volume workforce environment.
• Experience supporting hourly, field-based, distributed, or multi-state workforces.
• Experience supporting a 24/7 operation.
• Experience with HRIS, applicant tracking, scheduling, payroll, or workforce-management systems.
• Experience working with FMLA, ADA accommodations, workers' compensation, unemployment claims, and multi-state employment requirements.
• Experience supervising or mentoring HR staff.