HR Manager

HR ManagerServes as a strategic and operational HR partner with primary responsibility for HR compliance, employee relations, safety and workers' compensation, and organizational effectiveness. The HR Manager also serves as a functional backup to the Payroll & Benefits Manager to ensure continuity of HR operations when needed.Key ResponsibilitiesHR Compliance & Policy GovernanceMonitor and ensure compliance with federal, state, local laws and regulations, and recommended best practices to include: FLSA, FMLA, Title VII, ADA, OSHA, HIPPA, COBRA, and ACA.Regularly review and recommend modifications to policies and practices to maintain organizational compliance.Conduct HR audits, risk assessments, and develop corrective action plans.Conduct and support investigations and compliance-related issue resolution.Assist in the immigration process ensuring employee and employer compliance with immigration and employment laws.Safety & Workers' CompensationPartner with leadership to promote a culture of safety, regulatory awareness, and risk prevention.Support workplace safety programs, incident response, and corrective action follow-up.Manage the entire life cycle of workers' compensation claims, including coordination with insurers, return-to-work support, and related documentation.Ensure compliance with OSHA filing and reporting requirements.Employee Relations & Manager CoachingServe as primary resource for employee relations matters, investigations, separations, grievances, disputes, escalating complex matters to VP of HR as necessary.Coach managers on accountability, corrective action, performance, and policy application.Serve as a liaison between leadership and employees, fostering a positive work environment, and ensuring legal compliance while handling disputes.Administer and execute the consecutive and intermittent FMLA process including coordinating reasonable accommodations, coordinating return to work with managers, and appropriate tracking of leaves.Ensure compliance with ADA, engaging in the interactive process when necessary.Performance & DevelopmentOversee performance evaluation processes, training programs, and employee development initiatives.Update job descriptions in alignment with compensation and review cycle.Provide supervisory oversight and mentoring for assigned HR staff to support growth, development, implement and develop upskilling and cross training opportunities.Partner with HR VP on workforce planning, succession planning, and change initiatives, including facilitation of individual development plans.Capture and analyze trends in engagement, turnover, and employee relations activity to recommend preventive solutions.Talent Acquisition & Onboarding (Support Function)Develop, oversee, and maintain a strong onboarding and orientation process for new hires, promoting engagement throughout the employee lifecycle.Support compliant recruiting practices and initiatives.Cross-functional Partnership & Backup SupportPartner closely with the Payroll & Benefits Manager and provide backup support for payroll, benefits, HR operations, and related processes as needed to ensure uninterrupted service to employees and leaders.Other duties and responsibilities as assigned.Knowledge, Skills and AbilitiesAbility to effectively manage, gain buy-in, and guide change through significant challenges while achieving business goals and objectives.Ability to anticipate work needs and follow through with minimal direction.Ability to perform at high levels in a fast-paced, ever-changing work environment and to pivot quickly, responding with flexibility to changing priorities and work demands.Ability to act with discretion, tact, and professionalism in all situations.Possess strong communication skills; proven ability to work and communicate with all levels of management and staff.Proven judgment, coaching capability, and experience managing sensitive HR matters.Strong knowledge of employment law, safety awareness, and HR best practices.Education and ExperienceMinimum of 3-5 years of progressive experience in human resources management with increasing supervisory responsibilities.Bachelor's degree in human resources, business administration, psychology, or related field; master's degree preferred.PHR/SPHR or SHRM-CP/SHRM-SCP highly desired.Experience managing direct reports.Experience with HRIS or related software required.