Human Resources Manager

Responsibilities:

Planning

• Collaborate with senior leadership to align workforce planning, recruiting, retention, and employee-development strategies with company goals.

• Establish HR processes, systems, and documentation that can scale with company growth.

• Provide leadership with appropriate workforce metrics (KPIs) and recommendations

• Monitor workforce trends and recommend proactive staffing and retention strategies

• Develops and implements departmental budget. (Blue indicates potential growth responsibility)

Recruitment & Onboarding

• Develop recruiting strategies that support company growth and workforce needs.

• Partner with hiring managers to develop job descriptions, coordinate candidate screening and interviews, and support consistent selection practices

• Coordinate pre-employment activities, onboarding, orientation, and required employment documentation.

• Manage employee offboarding, including exit interviews, documentation, benefits coordination, and internal notifications

• Manage recruitment efforts through career fairs.

• Evaluate recruiting and onboarding effectiveness and recommend improvements

Employee Relations

• Support a positive workplace culture.

• Serve as a confidential and approachable resource for employees and managers

• Provide guidance on employee-relations matters, facilitate conflict resolution, respond to employee concerns, and coordinate fair and appropriately documented workplace investigations.

• Coach managers on communication, employee engagement, documentation, and consistent policy application.

Compensation, Benefits & Payroll

• Administer or oversee payroll processes, including employee changes, deductions, reporting, and coordination with payroll providers

• Lead employee health/retirement benefit programs through annual renewals and enrolling team members.

• Maintain accurate employee records within the HRIS and related systems

• Conduct and maintain market compensation benchmarking.

Compliance & Policy

• Monitor applicable employment-law developments and recommend policy or process changes.

• Maintain legally required employee records, notices, and documentation.

• Coordinate required reporting and compliance activities.

• Support workplace safety, leave administration, accommodations, and workers’ compensation processes, as applicable.

• Review the employee handbook regularly and recommend updates when business or legal requirements change

Performance, Training & Development

• Manage the company’s performance-management cycle, including goal setting, midyear discussions, year-end reviews, and related documentation.