Human Resources Manager

Our client, a successful privately held organization with a diverse portfolio of operating businesses, is seeking an experienced, hands-on Human Resources Manager to serve as the primary HR contact for assigned business units. This is a broad HR role with real ownership. The HR Manager will be responsible for the full scope of day-to-day HR support for assigned divisions, including employee relations, benefits administration, leave management, recruiting, performance management, compliance, payroll coordination, training and employee engagement . The ideal candidate is a true HR generalist who enjoys being close to the business and personally solving problems. This person should be equally comfortable coaching a manager through a difficult employee issue, helping an employee navigate a leave or benefits question, managing a recruiting process, and completing the administrative work necessary to bring an issue to resolution. About the Organization Our client is a privately held, entrepreneurial organization with a diverse portfolio of businesses, including real estate, property management, construction, food & beverage and related operating businesses . HR supports multiple business units, locations and employee populations, creating an environment where the work is varied and the HR team has significant exposure to different types of operations. The culture is fast-moving, entrepreneurial and hands-on . People are expected to take ownership, use good judgment, be responsive, solve problems and follow issues through to completion. Why This Opportunity Stands Out This is an opportunity for an HR professional who wants more ownership and broader exposure than is typically available in a highly specialized HR department. The HR Manager will become the go-to HR resource for assigned businesses , developing an understanding of their employees, managers, operations and specific benefit programs. The role offers: Broad HR ownership rather than specialization in one area. Exposure to several different businesses and employee populations. Direct relationships with business leaders and managers. The ability to independently solve HR issues and make a visible impact. An opportunity to work in an entrepreneurial organization where HR needs continue to evolve. Exposure to both strategic HR issues and hands-on day-to-day execution. The opportunity to improve HR processes and how the function supports the businesses. Meaningful interaction with experienced HR and Legal leadership. Key Responsibilities Employee Relations & Business Partnership Serve as the primary HR contact for assigned divisions and the go-to resource for people-related matters. Build strong relationships with managers and understand the operational and employee needs of each assigned business. Provide guidance on employee relations, performance concerns, workforce planning, staffing, policy interpretation and day-to-day employee matters . Coach managers through employee issues and help them reach practical, appropriate resolutions. Independently handle routine HR matters while recognizing when a complex or higher-risk issue should be escalated to the HR Director. Leave Administration Manage employee leaves for assigned divisions, including FMLA, short-term disability, workers' compensation-related wage requests and state paid-leave programs . Prepare leave paperwork and coordinate with third-party administrators. Track employee leave status and required documentation. Coordinate with managers, payroll, benefits and HRIS when employees begin or return from leave. Benefits Administration Support benefits administration for assigned employee groups. Respond to employee questions regarding benefits and enrollment. Manage enrollment changes and support open enrollment. Monitor benefit-related payroll deductions for accuracy. Assist with benefits communications, system updates and vendor issue resolution. Develop a strong understanding of the specific benefits structure of each assigned division and become the primary employee resource for those programs. Own recruiting for assigned divisions in partnership with the HR Director and outside recruiting resources. Manage job postings, applicant tracking and hiring progress. Partner with managers on resume review, candidate communication, interview coordination and hiring best practices. Coordinate with outside recruiters on specialized and difficult-to-fill positions. Keep searches moving and help create a positive candidate experience. Payroll Coordination Payroll is not the primary focus of this position , but the HR Manager will coordinate HR-related payroll information for assigned businesses. Responsibilities include: Coordinating pre-payroll updates for new hires, leaves, benefit deductions and employee changes. Helping resolve payroll-related issues. Working with managers to ensure timecards and employee-status information are accurate before changes are processed. Performance Management Support the annual performance-review process. Coach managers on performance documentation, employee feedback and corrective action. Support annual compensation communications. Ensure reviews and related documentation are completed accurately and on schedule. Learning & Development Track completion of required employee training, including harassment prevention, safety and new-hire training. Provide completion reporting and follow-up to managers. Assist with maintaining training content, classes and employee learning assignments. Compliance, Safety & Workers' Compensation Support employment-law compliance, required notices, recordkeeping and leave tracking. Assist with HR reporting, audits, filings and regulatory documentation. Coordinate safety training and other safety initiatives for assigned employee groups. Support workers' compensation administration by gathering wage information and claim-related documentation. Partner with managers to promote safe work practices and appropriate follow-up. Employee Engagement & HR Administration Support employee-engagement and recognition programs. Assist with employee events, communications and special programs. Maintain accurate employee records and HR system information. Ensure employees within assigned businesses receive timely, responsive HR communication and support. Qualifications 5+ years of broad Human Resources experience . Experience across employee relations, benefits, leave administration, recruiting, payroll coordination and compliance. Experience supporting multiple business units, locations or employee populations . Strong working knowledge of employment law and HR best practices. Strong communication, organization, problem-solving and relationship-building skills. Ability to independently manage multiple priorities while exercising good judgment and maintaining confidentiality. Bachelor's degree in Human Resources, Business Administration or a related discipline preferred. Experience with ADP Workforce Now, applicant-tracking systems and learning-management systems . HR certification such as SHRM-CP or PHR is preferred. Experience supporting multi-site or operational businesses is preferred. Experience in real estate, property management, food & beverage, construction or related industries is a plus. Fluent Spanish is a plus. This position is based in Wilmington, Delaware and is onsite five days per week . The organization places value on being together in person, and its leaders are expected to model that presence. The HR Manager will be visible and accessible to the managers and employees they support. The Ideal Person This role is particularly well suited for someone who describes themselves as a doer . The strongest candidate will have enough HR experience and judgment to independently own an employee population, but will still enjoy the administrative and operational aspects of HR. They won't need a separate specialist for every employee issue and won't hesitate to personally follow something through from beginning to end. T hey will be responsive, organized, practical, approachable and comfortable operating in a fast-moving environment with multiple businesses and competing priorities. Most importantly, this person should enjoy being close to the business and close to the employees—not simply advising from the sidelines. #J-18808-Ljbffr