Senior Human Resources Manager

The Sr. HR Manager owns TRC's people function and is accountable for supplying the revenue, operations, and technical teams with the talent they need to hit their objectives. The role owns everything under HR, from sourcing and payroll to compliance and performance management, across TRC's Boca Raton headquarters, Doylestown warehouse, remote US team, and global team in the Philippines. Proactive sourcing is a substantial part of TRC's hiring strategy, and this role builds that strategy and executes it through the department. TRC's people standards already exist; this role strengthens and enforces them, so the function accelerates the business rather than slowing it down. ABOUT THE COMPANY Founded in 1982, TRC Electronics, Inc. is a privately held, premier franchised distributor specializing in power supply and power conversion solutions. TRC supports customers through technical sales, engineering expertise, customer service, purchasing, logistics, warehousing, and value-added capabilities. Our mission is simple: To supply businesses the power to succeed. TRC has built its reputation by combining deep technical expertise with exceptional service and a commitment to doing business the right way. Our culture is grounded in seven core values: Trustworthy, Resilient, Committed, Intentional, Transparent, Accountable, and Disciplined. We are looking for a Sr. HR Manager who will bring those values into every stage of the employee experience. WHAT SUCCESS LOOKS LIKE TRC's revenue, operations, and technical teams are staffed with people who perform, and open roles are filled without the business slowing down to wait for them. The people function runs without the President in it. Payroll, benefits, compliance, onboarding, and the global team operate on TRC's standards, strengthened and enforced by this role, so leadership spends its time on the business rather than on HR decisions. New hires consistently reach full contribution and are retained, so the people function is building the team rather than replacing it. PERFORMANCE OBJECTIVES Supplies TRC's revenue, operations, and technical teams with hired talent that performs, so open roles are filled at the pace the business requires without compromising on quality of hire. Builds and executes a proactive sourcing strategy that produces qualified candidates for TRC's hardest-to-fill roles and directs departmental resources against it, so pipelines exist ahead of open requisitions. Converts pipeline into hires who perform in seat, owning recruiting from role scoping through offer and pre-employment, with structured interviewing, scorecards, and consistent selection criteria applied to every search. Delivers an onboarding experience that gets new hires to full contribution quickly and keeps them, across all four TRC location types. Owns payroll administration through Paychex so employees are paid accurately and on time, and payroll data, records, and changes are correct at the source. Owns benefits administration, including enrollment, carrier and broker relationships, and plan decisions, so TRC's benefits spend produces retention rather than just coverage. Maintains compliant employment practices across federal, Florida, and all states where TRC employs team members, so compliance is a maintained condition of the business rather than a recurring interruption to it. Manages the employer of record relationship for TRC's Philippines team so the global team is properly employed, paid, and supported, and gaps between what the EOR covers and what TRC owns are closed rather than assumed. Retains TRC's performers by identifying the causes of turnover and acting on them, so the people function builds the team rather than replaces it. Strengthens and enforces TRC's existing people standards, including policies, the handbook, job descriptions, and personnel documentation, so the standards hold as headcount and locations grow. Resolves employee relations matters with sound judgment and documentation that protects both the employee and the business, so issues are settled rather than deferred. Leads and develops the recruiter, so the department produces more hiring capacity than this role could deliver alone. Gives leadership decision-grade visibility into workforce performance, so headcount, hiring, retention, and compliance status are known rather than estimated. Simplifies and automates HR processes and systems so the function scales with the business to support the business’ growth. KEY COMPETENCIES Talent sourcing strategy. Designs and directs a sourcing approach that identifies and engages candidates who are not actively looking, using channel selection, talent mapping, and pipeline building against roles TRC has not yet opened. Technical and sales talent market knowledge. Understands how to find, assess, and attract candidates in technical and commercial markets, including where they are, what moves them, and how to reach them credibly. Full-cycle recruiting execution. Runs role scoping, screening, structured interviewing, assessment, and offer negotiation to close, converting pipeline into hires who perform once in seat. Selection design. Builds scorecards, structured interview guides, and consistent criteria that make hiring decisions repeatable across managers rather than dependent on individual judgment. Onboarding program design. Constructs preboarding through 90-day experiences that compress time to full contribution and hold across office, warehouse, remote, and global work settings. Payroll integrity. Combines platform administration, multi-state pay rules and change control to ensure pay is accurate and on time as headcount, states, and pay structures change. Benefits program judgment. Combines plan and market knowledge, cost analysis, and employee communication to select and administer benefits that people use and that hold up against what TRC spends. Multi-state employment compliance. Translates federal and multi-state employment requirements into practical business processes, and knows which obligations follow the employee's location rather than the company's. Employer of record and vendor management. Operates through an EOR or PEO for international employment, holding the vendor accountable and identifying what falls outside their scope before it becomes a problem. Retention analysis and workforce interpretation. Diagnoses why people leave using turnover, tenure, exit, and new-hire data, and reads what workforce numbers mean for the business rather than only what they are, translating both into changes that hold. HR policy and documentation architecture. Builds and maintains handbooks, policies, job descriptions, and personnel records so standards are consistent, current, and enforceable as the company grows. Employee relations investigation. Conducts workplace investigations, reaches defensible conclusions, and documents them so outcomes protect both the employee and the business. HR operating system design. Combines systems knowledge, process design, and sequencing judgment to decide what to automate, what to simplify, and what to leave alone so the function scales without adding headcount. PHYSICAL REQUIREMENTS Prolonged periods sitting at a desk and working on a computer. Position requires travel: up to 10%. Travel includes periodic visits to TRC's Doylestown, PA warehouse facility and attendance at recruiting events and career fairs. Requires ability to occasionally lift up to 25 lbs. EDUCATION AND EXPERIENCE Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred; equivalent combination of education and relevant experience considered. 5+ years of progressive Human Resources experience, with demonstrated responsibility across recruiting, onboarding, employee relations, compliance, payroll, and benefits. 2+ years in an HR Manager, HR Business Partner, People Operations Manager, or comparable role with full functional ownership. Demonstrated experience proactively sourcing and recruiting passive candidates in technical, engineering, or sales markets, not solely managing inbound applicants from posted openings. Demonstrated experience managing full-cycle recruiting and partnering directly with hiring managers to fill professional, technical, and specialized positions. Working knowledge of federal employment law and multi-state employment requirements, including FLSA, FMLA, ADA, Title VII, and I-9. Florida and multi-state experience preferred. Experience administering payroll through a third-party platform. Paychex experience preferred. Experience administering employee benefits, including enrollment, carrier and broker relationships, and plan renewal. Experience working with an employer of record or PEO to employ team members internationally preferred. Experience developing or managing onboarding programs, HR policies, employee handbooks, performance management processes, and employee documentation. Experience using an HRIS and Applicant Tracking System (ATS) and leveraging HR data to monitor performance and workforce trends. Strong proficiency with Microsoft 365 and Google Workspace. SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. #J-18808-Ljbffr TRC Electronics, Inc.