Human Resources Manager

Job Description

Job Description

H uman Resources Manager

Confidential Company | Presented by Leon Recruitment
Location: Hallandale Beach / South Florida area
Schedule: Full-time, on-site
Compensation: Up to $80,000 base salary, depending on experience

About the Company

Leon Recruitment is partnering with a growing, family-owned distribution and manufacturing-related company that is building out its internal Human Resources function. The company has continued to grow across multiple locations and now needs a hands-on HR Manager who can bring structure, consistency, compliance, and practical support to the organization.

This is not a role for someone looking to maintain a fully built HR department. This is a builder role. The right person will be comfortable stepping into a company that has operated without a dedicated full-time HR leader and helping create the processes, documentation, systems, and employee support structure needed for continued growth.

Position Overview

The Human Resources Manager will serve as the primary HR leader for the organization and will be responsible for developing and managing the company's HR infrastructure. This includes employee relations, onboarding, compliance, handbook development, benefits communication, employee file organization, ADP Workforce Now administration, manager support, and multi-state HR coordination.

The company is looking for someone practical, approachable, organized, and hands-on. This person must be comfortable working with employees at all levels, from warehouse and operations staff to sales, accounting, customer service, leadership, and remote employees.

The ideal candidate is not overly corporate or theoretical. They should be able to assess what exists, identify gaps, build structure in phases, and help leadership implement HR processes without overwhelming the business.

Key Responsibilities

HR Infrastructure & Process Building

• Build and formalize the company's HR processes, workflows, and documentation.

• Develop and maintain a company employee handbook.

• Review existing HR practices and identify areas that need structure, consistency, or compliance improvement.

• Create scalable HR processes that support continued company growth.

• Help move HR from a reactive function to a more organized, proactive support function.

• Develop practical processes that managers and employees can realistically follow.

Employee Relations & Manager Support

• Serve as the primary HR contact for employee questions, concerns, and workplace issues.

• Coach managers through employee relations matters, performance concerns, disciplinary actions, and difficult conversations.

• Help mediate employee issues professionally and practically.

• Support investigations, documentation, corrective action, and terminations when needed.

• Build trust with employees and leadership while maintaining sound HR judgment.

• Provide guidance to managers who may not have formal HR training.

Onboarding & Employee Experience

• Create a more consistent onboarding process for new hires across locations.

• Support new hire documentation, I-9 completion, ADP setup, benefits communication, and first-day coordination.

• Improve the employee onboarding experience so new hires understand company expectations, benefits, systems, and policies.

• Help employees who may need hands-on support with technology, ADP, benefits enrollment, or basic HR processes.

• Ensure new hire paperwork and employee documentation are complete, organized, and compliant.

Compliance & Multi-State HR Support

• Support HR compliance across multiple states, including Florida, California, New York, Texas, Colorado, and Louisiana.

• Research employment law requirements and coordinate with available outside resources when needed.

• Work with ADP Workforce Now, HR business partners, legal counsel, or other resources to resolve compliance questions.

• Maintain compliant employee records and help organize existing paper files into a more structured digital system.

• Support wage and hour, minor labor laws, onboarding compliance, benefits notices, and general HR documentation.

• Stay current on employment law changes and help the company adjust policies and practices accordingly.

ADP Workforce Now / HR Systems

• Use ADP Workforce Now for HR administration, onboarding, employee data, benefits, and payroll-related coordination.

• Help the company better utilize ADP Workforce Now's HR capabilities.

• Maintain accurate employee information and support employees and managers using the system.

• Identify opportunities to improve HRIS workflows and reduce manual processes.

• Support digital document storage and help move employee records away from paper-based files where appropriate.

Benefits & Employee Communication

• Support benefits communication, enrollment reminders, and employee questions.

• Help employees understand available benefits and enrollment deadlines.

• Coordinate with ADP, carriers, brokers, or internal contacts as needed.

• Support 401(k), health insurance, dental, and other benefit-related communication.

• Create clearer communication and follow-up processes around benefits so employees do not miss deadlines or misunderstand available options.

Recruiting & Hiring Support

• Partner with leadership and managers on recruiting needs.

• Support job postings, candidate screening, interview coordination, and hiring workflows as needed.

• Ensure new hires move smoothly from offer acceptance through onboarding.

• Help create consistency in hiring documentation and new hire communication.

Payroll & Records Support

• Partner with payroll and leadership to ensure employee data is accurate.

• Assist with payroll-related HR documentation and approvals as needed.

• Organize employee files and ensure required documents are complete and accessible to authorized personnel.

• Help establish secure digital recordkeeping processes.

What Success Looks Like

The successful HR Manager will help the company build a stronger HR foundation without trying to change everything overnight. In the first several months, success will include:

• A clearer HR workflow and list of priorities.

• A company handbook in progress or completed.

• More organized employee files and documentation.

• A more consistent onboarding process.

• Better use of ADP Workforce Now.

• Improved employee and manager support.

• Stronger compliance practices across multiple states.

• Leadership confidence that HR issues are being handled proactively and professionally.

Ideal Candidate Profile

The ideal candidate will have:

• 5+ years of progressive HR experience.

• Experience as an HR Manager, HR Generalist, HR Business Partner, HR Operations professional, or similar role.

• Hands-on employee relations experience.

• Experience supporting managers through discipline, investigations, performance issues, and employee complaints.

• Experience building or improving HR processes.

• Strong onboarding and HR operations experience.

• Working knowledge of ADP Workforce Now or similar HRIS/payroll systems.

• Exposure to multi-state HR compliance.

• Comfort researching employment law and using outside resources when needed.

• Strong communication skills with both leadership and hourly employees.

• A practical, approachable, hands-on style.

• Ability to work independently as the primary HR resource.

• Strong judgment, discretion, and follow-through.

Preferred Experience

• Experience working in a distribution, warehouse, manufacturing, logistics, retail, healthcare, or other employee-heavy environment.

• Experience supporting hourly and salaried employees.

• Experience creating or updating employee handbooks.

• Experience improving onboarding processes.

• Experience organizing employee files and HR documentation.

• Experience using ADP Workforce Now.

• SHRM-CP, PHR, or related HR certification is a plus, but not required.

Important Notes

This is a hands-on role. The company needs someone who can operate independently, build trust, and get practical HR work done.

This is also a phased buildout. The company does not expect someone to change everything overnight, but they do need someone who can identify priorities, create structure, and steadily improve the HR function.

Union experience is not required for this role.

Why This Opportunity

This is a strong opportunity for an HR professional who wants ownership, visibility, and the chance to build something meaningful. The company is growing and needs a steady HR leader who can help create the structure needed for long-term success.

The right person will have direct access to leadership, the ability to improve processes, and the opportunity to become a trusted HR partner across the organization.