Human Resources Manager

IMPACT FUNERAL PARTNERS

HR Manager, People & Culture: Job Description & Responsibilities

ROLE PURPOSE

As we continue to grow across multiple states through both organic growth and acquisitions, we're looking for a People & Culture leader to join our team and help us scale the people side of the business the right way. This position will play a critical role in helping us achieve our vision to “find, achieve and enjoy a better way.”

The HR Manager owns the fundamentals of HR at Impact Funeral Partners, with primary responsibility for multi-state payroll and employment compliance, while building the leadership, hiring, onboarding, and integration systems that allow IFP to grow without losing what makes it special.

This role is about:

• Developing leaders (especially GMs and future leaders)

• Protecting and strengthening culture at scale

• Building strong, consistent hiring and onboarding systems

• Supporting M&A integration from a people + change-management perspective

• Ensuring we do the fundamentals of HR and compliance well — across all states

CORE RESPONSIBILITIES

1. Payroll & Benefits Administration

• Own accurate, on-time payroll for every location and every state, partnering closely with finance on reconciliations, accruals, and reporting

• Manage the payroll and HRIS provider relationship, including multi-state tax setup, garnishments, and year-end processing

• Administer benefits enrollment, eligibility, and changes, and support annual open enrollment

• Maintain clean, consistent employee data and records as the single source of truth for pay, job, and status information

2. Employment Compliance (All States)

• Ensure compliance with federal, state, and local employment laws in every state IFP operates in, including wage and hour, exempt/non-exempt classification, overtime, meal and rest breaks, and leave

• Own I-9/E-Verify, new-hire reporting, required postings, and record keeping and retention standards

• Maintain the employee handbook, state supplements, and core HR policies, updating them as laws change and as IFP enters new states

• Track required professional licenses and certifications (such as funeral director and embalmer licenses) and continuing-education requirements by state

• Lead employee relations matters, investigations, and documentation with consistency and fairness, partnering with employment counsel as needed

3. M&A Integration & Change Management

• Own the people integration playbook for newly acquired locations, moving employees onto IFP payroll, benefits, policies, and systems within defined timelines

• Support people-related due diligence, including headcount, compensation, benefits, and employment-practice risks

• Plan and deliver clear, caring communication to acquired teams so they understand what is changing, what isn't, and why

• Identify and retain key staff through transitions, and help acquired teams feel welcomed into the IFP culture

4. Hiring & Onboarding Systems

• Build a consistent, repeatable hiring process across locations, including job descriptions, interview guides, and selection standards

• Partner with GMs to fill roles quickly with people who fit IFP's values and standard of care

• Design and run an onboarding program that sets every new team member up to succeed from day one

• Develop compensation structures and pay practices that are competitive, fair, and consistent across the network

5. Leadership Development & Culture

• Develop GMs and future leaders through coaching, training, and clear expectations, and build a bench that is ready ahead of growth

• Support succession planning for GM and other key roles across the network

• Protect and strengthen IFP's culture as the organization scales, keeping our mission and values alive at every location

• Introduce simple, effective performance management, recognition, and engagement practices

• Serve as a trusted and strategic partner to the leadership team on all people-related decisions

WHAT WE'RE LOOKING FOR

• Hands-on experience running multi-state payroll and HR compliance

• Experience supporting M&A integration or rapid multi-location growth

• A track record of developing leaders and building hiring and onboarding systems

• Strong judgment, discretion, and care in handling sensitive people matters

• Someone who leads by example and will help embrace and lead our culture

• Someone who thrives in a fast-moving, entrepreneurial environment

KEY PERFORMANCE INDICATORS

Payroll accuracy and multi-state compliance are the anchor KPIs for this role. The additional metrics below are recommended to round out accountability across the full scope of the role.

KPI Description

Payroll Accuracy Percentage of payroll runs processed on time with no errors, missed payments, or off-cycle corrections

Compliance & Audit Results No material findings in wage and hour, I-9, benefits, or state regulatory reviews; all required filings and postings current

Integration Timeline Days from close until acquired employees are fully on IFP payroll, benefits, policies, and HR systems

Time to Fill Average days to fill open positions, with a focus on GM and other key roles

New-Hire Retention Percentage of new hires still with IFP at 90 days and at one year

Leadership Bench Strength Percentage of GM and key roles with an identified, ready successor

Engagement & Turnover Employee engagement scores and voluntary turnover across locations, including acquired teams

WHAT SUCCESS LOOKS LIKE

• Every employee is paid accurately and on time, in every state, every pay period

• IFP is audit-ready at all times, with consistent compliance across every jurisdiction

• Acquired teams move onto IFP payroll, benefits, and culture on a predictable timeline, and key people stay

• Every location hires and onboards using the same proven playbook

• A strong bench of GMs and future leaders is ready ahead of the growth pipeline

• IFP's culture gets stronger as the company scales

LOCATION & COMPENSATION

Location: Lehi, Utah (in-office)

Compensation: Competitive, based on experience and impact.

This role is about more than policies and paperwork — it's about building the people foundation of a company that's positively contributing to an entire profession.