HR (Human Resources) Manager

Reports to: CEO and Director of Operations Status: Full-Time Salary Range: $85,000- $95,000/year (based on experience) Job Title: Human Resources Manager Location: On-site- Yonkers, NY Bask & Lather Co. Bask & Lather Co. is a fast-growing, family‑founded haircare brand dedicated to restoring crowns and confidence. What began as a kitchen remedy has evolved into one of the most celebrated textured‑hair care brands in the U.S., loved for our authentic story, transformative results, and community‑first approach. It’s an exciting time to join our team as we grow and build a culture rooted in creativity, collaboration, and care. Together, we’re shaping the next chapter of a brand powered by community and led by purpose to help people everywhere love their hair, love their journey, and love themselves. About the Role We are seeking a highly organized and process‑driven Human Resources Manager to own and optimize our HR function as we continue to scale. This role will be fully responsible for payroll processing, as well as ensuring recruiting, onboarding, employee documentation, and PTO processes are consistent, compliant, and seamless. You will provide structure and partner with our Office Administrator and leadership to support a positive and efficient employee experience. Key Responsibilities Payroll (Primary Ownership) Own and manage the end-to-end payroll process independently. Ensure accurate and timely processing of semi‑monthly/bi‑weekly/monthly payroll (depending on company cadence). Process new hires, terminations, promotions, and compensation changes. Audit timekeeping, PTO balances, and deductions to ensure accuracy. Ensure compliance with federal, state, and local payroll regulations. Reconcile payroll reports with finance for accuracy and compliance. Maintain confidentiality and secure handling of payroll data. Labor Law Compliance & Policy Development (Core Responsibility) Serve as the internal expert on New York State labor laws , including wage and hour, overtime, sick leave, paid family leave, PTO, termination practices, and employee classification. Draft, implement, update, and enforce HR policies, SOPs, and employee handbooks to ensure ongoing legal compliance. Monitor regulatory changes at the federal, state, and local level and proactively update policies and practices accordingly. Ensure consistent policy interpretation and enforcement across departments to reduce legal and operational risk. Recruiting & Talent Acquisition Manage the full recruiting pipeline across multiple roles, ensuring candidates move smoothly through each stage. Partner with hiring managers to define role requirements, interview processes, and scorecards. Oversee candidate experience, ensuring timely communication and professionalism at all stages. Collaborate with external recruiters or agencies as needed. Onboarding & Employee Experience Standardize and execute the onboarding process for all new hires, including checklists, systems access, and role readiness. Develop and maintain consistent employee documentation practices (feedback, performance notes, HR files). Implement clear processes for probationary reviews, performance check‑ins, and employee development. People Operations & HR Administration Manage PTO, attendance, and leave‑tracking systems to ensure accuracy and compliance. Monitor compliance with labor laws, HR policies, and internal procedures. Maintain up‑to‑date HR documentation, employee handbooks, and SOPs. Oversee benefits administration, ensuring accuracy and timely updates. Leadership & Development Provide coaching and mentorship to the HR Coordinator, ensuring they support day‑to‑day tasks efficiently. Train managers on best practices for interviewing, onboarding, and performance feedback. Partner with leadership on employee engagement, retention initiatives, and HR‑related projects. Culture, Benefits & Wellness Benefits strategy : Not only administering, but assessing plan competitiveness and leading annual open enrollment. Employee wellness : Overseeing wellness initiatives (mental health, DEI programs, engagement surveys). Culture & engagement: Driving surveys, analyzing results, and leading action plans. Compliance & Risk Management Investigations & Employee Relations: Handling complaints, grievances, investigations, and disciplinary actions. EEO/ADA/OSHA compliance: Ensuring practices meet Equal Employment Opportunity, workplace safety, and disability requirements. Policy enforcement: Not just maintaining handbooks, but enforcing policies consistently and updating based on regulatory changes. HR Technology & Data HRIS ownership: Implementing, maintaining, and optimizing HRIS tools beyond payroll and ATS. Analytics & reporting: Building dashboards for turnover, retention, DEI metrics, and headcount forecasting. Compensation & Performance Compensation benchmarking: Reviewing pay structures against the market to maintain competitiveness. Performance management systems: Designing and managing reviews, calibration sessions, and merit/bonus cycles. Succession planning: Identifying and supporting development of high‑potential employees. Qualifications 5–7+ years of progressive human resources, including hands‑on payroll ownership. Strong, demonstrated expertise in New York State labor laws, employment regulations, and compliance requirements. Proven experience creating, updating, and enforcing HR policies and employee handbooks. Deep understanding of wage and hour laws, PTO, sick leave, paid family leave, employee classification, and termination practices. Proven ability to manage payroll independently with accuracy and compliance. Experience managing recruiting pipelines, onboarding, and employee documentation. Proficiency with HRIS, ATS, and payroll systems (e.g., ADP, Paychex, Gusto, Paylocity). Highly organized, detail‑oriented, and process‑driven. Strong communication skills with the ability to coach managers and advise leadership. What Success Looks Like Payroll is processed accurately, on time, and fully compliant every cycle. Recruiting pipelines are visible, well‑tracked, and efficient. Every new hire is onboarded with a standardized checklist and clear role readiness. PTO, employee documentation, and compliance are consistently accurate and up to date. Leadership is no longer pulled into day‑to‑day HR administration, only strategic HR planning. Bask & Lather Co. is proud to be an Equal Opportunity Employer. We comply with all applicable federal, state, and local employment laws and are committed to providing a workplace free from discrimination and harassment. Employment decisions are made without regard to race, color, religion, sex (including pregnancy, childbirth, or related conditions), sexual orientation, gender identity or expression, national origin, age, disability, veteran status, or any other characteristic protected by law. We provide reasonable accommodations for qualified applicants with disabilities and for sincerely held religious beliefs. #J-18808-Ljbffr Bask and Lather Co