Human Resources Manager

Key Responsibilities Strategic HR Leadership

• Serve as a strategic consultant to leaders on recruitment, retention, organizational structure, talent forecasting, and change initiatives.
• Collaborate with leadership teams to review workforce data and implement HR plans that advance business goals.
• Champion a culture of accountability, engagement, and excellence across the organization.
• Lead organizational change efforts and act as a cultural steward to support alignment and adoption.
• Assist with succession planning by identifying emerging talent and supporting growth and development pathways.
• Integrate diversity, equity, and inclusion principles into all talent-related strategies and processes.

• Offer expert support on employee relations issues, policy interpretation, and organizational development practices.
• Advise and coach managers on performance expectations, staff development, and employee engagement approaches.
• Conduct impartial investigations and address employee concerns in a timely and fair manner.
• Recommend updates to HR policies, practices, and initiatives to support continuous improvement.
• Oversee employee learning and development programming, often in partnership with internal teams such as operations or safety.

• Oversee and maintain employee information, ensuring records are current, accurate, and aligned with HR guidelines.
• Process routine HR actions, including promotions, salary updates, separations, and onboarding for new hires.
• Produce and interpret HR data reports to highlight trends and recommend data-backed actions.
• Provide support and clarification on compensation, payroll, benefits, and total rewards programs.
• Manage all aspects of onboarding and offboarding to ensure smooth transitions and positive employee interactions.
• Address employee questions and deliver timely guidance on HR-related concerns.
• Ensure compliance with federal, state, and local employment regulations and proactively manage risk.
• Monitor and report HR analytics—such as turnover, engagement indicators, and hiring timelines—to support informed decision-making.

• 8 years of progressive HR experience, including at least 5 years in a leadership capacity.
• Bachelor’s degree in Human Resources or a related discipline.
• Demonstrated ability to provide timely, strategic HR support in a fast-moving environment.
• Strong business insight with the ability to link HR priorities to business performance.
• Hands-on experience with HRIS platforms (Workday preferred) and HR operational processes.
• Proficiency in data analysis and process optimization to enhance HR efficiency.
• Deep knowledge of performance management, employee relations, and talent development.
• Confidence in working with senior leaders and influencing organizational decisions.

• PHR, SPHR, or other relevant HR certifications.
• Master’s degree in Human Resource Management or a related field.