HR Manager

Job Description

Job Description

Job Summary

The Human Resources Manager serves as a strategic partner to business leaders while managing the organization’s day-to-day human resources functions. Primary responsibilities include developing HR strategies aligned with business objectives, managing complex employee relations and compliance matters, and overseeing recruitment, payroll, performance management, and employee engagement initiatives. This role is essential to strengthening organizational culture, supporting employees and managers, reducing employment-related risk, and improving overall workforce performance.

Key Responsibilities

· Partner with business leaders to understand operational needs and develop HR strategies that support organizational goals.

· Manage and resolve complex employee relations matters, including conducting thorough, objective, and confidential workplace investigations.

· Advise managers on conflict resolution, performance improvement plans, disciplinary actions, policy adherence, coaching, counseling, career development, and training needs.

· Maintain current knowledge of employment laws and regulatory requirements to reduce organizational risk and ensure compliance.

· Coordinate with legal resources as needed and manage site-related unemployment insurance, workers’ compensation, Equal Employment Opportunity, and other compliance matters.

· Build strong relationships with management and employees to improve workplace effectiveness, morale, engagement, and retention.

· Provide guidance regarding HR policies, procedures, and consistent policy interpretation.

· Lead recruitment efforts and develop employment terms for new hires, promotions, and transfers.

· Manage payroll processes, including ensuring timecard accuracy and consistency and reviewing the final payroll ledger before payments are released.

· Support and interpret employee benefit programs and assist with company vehicles, employee development, and other HR-related programs as assigned.

· Ensure employee records, HR data, and reporting are maintained with the highest degree of accuracy and confidentiality and in accordance with the General Data Protection Regulation (GDPR) and other applicable requirements.

· Develop and coordinate employee training plans based on business and workforce needs.

· Manage the annual performance review process and support compensation, incentive, performance improvement, warning, and disciplinary processes.

· Lead and support organizational change initiatives while helping managers and employees adapt to evolving business needs.

Minimum Education & Experience Requirements

· Bachelor’s degree in Business Administration, Human Resources, Communications, or a related field.

· Minimum of seven years of professional human resources experience.

· Demonstrated experience managing employee relations, workplace investigations, performance management, HR compliance, recruitment, and payroll processes.

· Experience advising managers and business leaders regarding HR policies, employment matters, and workforce decisions.

· Working knowledge of employment laws, regulatory compliance requirements, and employee recordkeeping standards.

Special Requirements

· Ability to maintain strict confidentiality when handling employee information, workplace investigations, compensation data, and other sensitive matters.

· Ability to ensure employee data and records are handled in accordance with GDPR and other applicable privacy and employment requirements.

· SPHR certification is preferred but not required.

· Any applicable background checks or other employment conditions will be based on organizational policy and legal requirements.

Knowledge, Skills, and Abilities

· Strong knowledge of employee relations, employment law, regulatory compliance, performance management, payroll administration, recruitment, compensation, benefits, and HR policies.

· Proven ability to conduct objective workplace investigations and manage sensitive or complex employee relations issues.

· Advanced change management skills with the ability to guide employees and managers through organizational transitions.

· Strong written, verbal, presentation, facilitation, training, and leadership skills.

· Strong interpersonal and relationship-building skills with the ability to earn the trust, respect, and confidence of employees and managers.

· Strong analytical, decision-making, problem-solving, and conflict-resolution abilities.

· Excellent organizational skills with the ability to manage conflicting priorities accurately and efficiently.

· Proven proficiency with Microsoft Office applications and human resources information systems.

· Strong attention to detail when reviewing payroll, employee records, HR data, compliance documentation, and reporting.

· Ability to interpret policies, provide practical guidance, and apply requirements consistently across the organization.

· Customer-focused approach with a positive, professional, and solutions-oriented attitude.

· Ability to work independently and collaboratively while managing sensitive matters with sound judgment and discretion.

Additional Desired Characteristics

· Master’s degree in Human Resources or a related field.

· SPHR or comparable senior-level HR certification.

· Experience serving as a strategic HR business partner within a complex or evolving organization.

· Leadership experience supporting organizational development, culture, engagement, retention, and change-management initiatives.

· Experience supporting employee benefits, company vehicle programs, training and development, and incentive compensation.

· Ability to balance strategic planning responsibilities with hands-on HR administration and employee support.

Work Environment

· Work is primarily performed in a professional business environment.

· The position requires regular interaction with employees, managers, business leaders, legal resources, and external service providers.

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Other Duties

This job description is not intended to be an exhaustive list of all duties, responsibilities, qualifications, or working conditions associated with the position. Other duties may be assigned as needed to support the organization’s goals and objectives.