Find & Apply For Human Resources Manager Jobs in Williamsburg, Michigan

Company:

Midwest Exteriors LLC Position:

Human Resources Manager Location:

Grand Rapids, MI Employment Type:

Full-Time Schedule:

Monday-Friday, with flexibility as business needs require

Compensation:

$50,000 - $65,000 About Midwest Exteriors LLC Midwest Exteriors LLC is a growing, family-owned home improvement company specializing in windows, siding, doors, and bathroom remodeling. Our reputation for quality and customer service has helped us earn a 4.8-star Google customer rating —and that reputation did not happen by accident. We believe that great customer experiences start with great people. We are not your typical home improvement company. We believe in treating our employees with respect, recognizing hard work, developing strong leaders, and creating opportunities for people to build meaningful, long-term careers—not simply find a job. As we continue to grow, we are looking for leaders who understand that a company's success is about more than numbers and policies. It's about people, trust, accountability, and creating an environment where employees feel supported, valued, and motivated to do their best work. As our Human Resources Manager, you will have the opportunity to make a meaningful impact on our company culture, support our employees, strengthen our leadership team, and help build the HR foundation that supports our continued growth. We are looking for someone who understands that when we take care of our people, our people are better equipped to take care of our customers. Position Overview The Human Resources Manager is responsible for overseeing the company's human resources functions, including employee relations, HR compliance, benefits administration, performance management, workforce planning, HR systems, and employee development. This position serves as a strategic partner to ownership and company leadership, ensuring HR policies, procedures, and systems support business objectives while maintaining compliance with applicable federal, state, and local employment laws. The ideal candidate is a people-focused leader who combines strong HR expertise with emotional intelligence, sound judgment, and a genuine commitment to employee success. This individual must be comfortable navigating difficult conversations, supporting managers, resolving workplace concerns, and holding employees accountable while fostering a respectful and productive work environment. The Human Resources General Manager will help build and improve the company's HR infrastructure, collaborate with IT on employee portal functionality, coordinate with the Accountant on employee information affecting payroll, and evaluate HR systems and external service providers as the company grows. This role will partner with the Recruiter, who is responsible for talent sourcing, candidate screening, interview coordination, and recruiting activities. The Human Resources General Manager will focus on HR operations, employee support, compliance, and workforce management while collaborating with recruiting to attract, onboard, and retain qualified employees. Human Resources Operations & Strategy Develop, implement, and maintain HR policies, procedures, and processes that support company goals and business growth. Establish consistent HR practices across departments and company locations. Advise ownership and leadership on workforce planning, organizational development, employee retention, and HR-related business decisions. Develop and maintain the employee handbook, HR forms, agreements, and internal documentation. Evaluate HR processes and recommend improvements to increase efficiency, consistency, and accountability. Establish HR metrics and reporting to monitor turnover, retention, staffing trends, compliance, and workforce needs. Support organizational changes, department restructuring, and employee development initiatives. Align HR strategies with the company's values, culture, and long-term business objectives. Identify opportunities to improve the employee experience while supporting operational efficiency and business needs. Employee Relations & Performance Management Serve as a primary resource for employee relations matters, workplace concerns, and management guidance. Assist managers with employee coaching, performance improvement plans, corrective action, and disciplinary documentation. Investigate employee complaints and workplace concerns objectively, confidentially, and consistently. Develop and maintain performance review processes and employee development programs. Support conflict resolution and promote a professional, respectful, and accountable workplace. Advise leadership on employee retention, engagement, attendance, and workplace conduct. Coordinate employee recognition and engagement initiatives. Manage employee separation processes, including documentation, exit interviews, and offboarding procedures. Help managers address performance concerns fairly, consistently, and in a timely manner. Promote consistent application of company policies and workplace expectations. Emotional Intelligence & Employee Support Demonstrate empathy, emotional intelligence, and interpersonal awareness when working with employees at all levels of the organization. Recognize and appropriately respond to employee concerns, workplace stress, conflict, and sensitive situations. Listen actively and objectively while creating an environment where employees feel heard, respected, and supported. Navigate difficult conversations with professionalism, compassion, discretion, and sound judgment. Recognize how communication styles, emotions, and individual perspectives influence workplace relationships and team dynamics. Help managers understand employee perspectives and respond constructively to concerns while maintaining appropriate boundaries and accountability. De-escalate tense situations and facilitate productive conversations between employees and leadership when appropriate. Balance empathy and employee support with company policies, business needs, fairness, and consistent application of workplace standards. Maintain composure when handling challenging personalities, employee complaints, or emotionally charged situations. Build trust through consistent communication, follow-through, confidentiality, and fair treatment. Promote a workplace culture that values respect, psychological safety, personal responsibility, and constructive feedback. Recognize when employee concerns require additional support, formal investigation, management intervention, or referral to appropriate resources. HR Compliance & Risk Management Maintain compliance with applicable federal, state, and local employment laws and regulations. Monitor changes in employment legislation and communicate relevant requirements to leadership. Oversee employment documentation, personnel files, required notices, and record-retention practices. Support compliance with wage and hour requirements, employee classification, leave administration, workplace policies, and employment practices. Coordinate responses to employment-related complaints, audits, and regulatory inquiries. Partner with legal counsel and outside HR specialists when necessary. Support workplace safety initiatives and coordinate with appropriate personnel regarding workers' compensation claims and return-to-work processes. Maintain appropriate confidentiality and security of employee records and sensitive HR information. Establish consistent procedures for documenting employee issues and maintaining required records. Help leadership identify potential employment risks and implement appropriate preventive measures. Benefits Administration & Payroll Coordination Oversee the HR aspects of employee benefits administration, including eligibility, enrollment, qualifying life events, and annual open enrollment. Serve as a resource for employee questions regarding benefits, paid time off, and company policies. Coordinate employee benefit elections, deductions, compensation changes, and employment status updates with the Accountant as needed for payroll processing. Provide the Accountant with timely and accurate employee information required for payroll administration. Coordinate with benefits brokers, insurance carriers, retirement plan providers, and other applicable vendors. Support leave administration, employee accommodations, and applicable protected leave requirements. Maintain appropriate documentation for benefits eligibility, employee changes, and HR-related records. Collaborate with the Accountant to resolve discrepancies involving employee records, benefits deductions, or payroll-related information. Maintain a clear division of responsibilities between HR administration and the company's accounting function.

Note:

Payroll processing, accounts receivable, and accounts payable are responsibilities of the Accountant. The Human Resources General Manager is responsible for providing accurate employee information and coordinating HR-related changes that affect payroll and benefits. HR Systems, Internal Portal & Vendor Management Collaborate with IT and company leadership to develop, implement, and maintain HR-related functionality within the company's internal portal. Identify opportunities to streamline onboarding, employee records, benefits administration, policy acknowledgments, and other HR workflows through technology. Help ensure HR systems and employee information are accurate, secure, organized, and accessible to authorized personnel. Evaluate HR technology and external service providers to determine the most effective solutions for the company's needs. Coordinate with external HR consultants, benefits brokers, payroll providers, and other vendors as applicable. Support the evaluation and potential implementation of outsourced HR services or a Professional Employer Organization (PEO), if selected by company leadership. Monitor vendor performance, service quality, compliance support, and administrative costs. Recommend improvements that increase efficiency, reduce administrative burden, and enhance the employee experience. Assist with the implementation of new systems, processes, and technology that improve HR service delivery. Establish appropriate procedures for employee data privacy, system access, and record retention. Recruiting & Talent Acquisition Partnership Partner with the Recruiter to align workforce planning and hiring priorities with company growth objectives. Provide HR guidance on employment policies, hiring compliance, and applicable employment laws. Collaborate with the Recruiter to maintain consistent hiring policies, position approval procedures, and employment documentation standards. Support compliance with equal employment opportunity requirements and applicable employment laws throughout the recruitment and selection process. Partner with the Recruiter to identify workforce trends, retention challenges, and opportunities to strengthen employee engagement and workplace culture. Collaborate on workforce planning, employee referral initiatives, and retention strategies that support long-term business growth. Provide guidance on HR policies, employee classification, and employment-related requirements throughout the employee lifecycle. Maintain clear communication and defined responsibilities between Talent Acquisition and Human Resources to support a consistent, compliant, and positive employee experience. Leadership & Employee Development Provide guidance and support to managers on HR policies, employee management, and workplace expectations. Train supervisors and managers on HR procedures, documentation, performance management, and compliance responsibilities. Develop resources that help managers apply company policies consistently. Promote accountability, professionalism, and effective communication across the organization. Support succession planning, leadership development, and employee advancement initiatives. Partner with ownership to align HR priorities with company growth and operational needs. Encourage a culture where employees understand expectations, receive constructive feedback, and have opportunities to develop their skills. Help leaders recognize employee contributions and address challenges before they negatively affect morale or performance. Promote a workplace where employees feel valued, supported, and encouraged to grow professionally. Qualifications & Requirements Bachelor's degree in Human Resources, Business Administration, Management, or a related field preferred; equivalent relevant experience may be considered. Significant experience in human resources management, HR operations, or a related leadership role. Strong knowledge of employment laws, HR compliance, employee relations, and personnel administration. Experience overseeing benefits administration and coordinating employee information with payroll or accounting personnel. Experience developing and implementing HR policies, procedures, and systems. Demonstrated ability to manage employee relations issues and provide sound guidance to leadership. Experience managing external vendors, consultants, or HR service providers. High emotional intelligence, self-awareness, and the ability to recognize and manage emotional dynamics in the workplace. Strong conflict resolution, active listening, and de-escalation skills. Ability to demonstrate empathy while maintaining professional boundaries and making objective, business-appropriate decisions. Ability to navigate difficult conversations and sensitive employee matters with maturity, discretion, and sound judgment. Strong leadership, organizational, communication, and problem-solving skills. Ability to handle confidential information with discretion and professionalism. Strong attention to detail and commitment to accurate documentation. Ability to manage multiple priorities in a growing, fast-paced business. Proficiency with HRIS, employee portals, benefits platforms, and standard office software. Ability to collaborate effectively with IT, accounting, ownership, managers, and recruiting. Ability to work independently while contributing to a team-oriented environment. Preferred Qualifications Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR. Experience supporting a growing small or mid-sized business. Experience implementing or improving HR systems, employee portals, HRIS platforms, or digital HR workflows. Experience evaluating external HR service providers, payroll platforms, benefits administration solutions, or outsourced HR models. Experience collaborating with IT and leadership to improve HR technology and administrative processes. Experience in construction, home improvement, manufacturing, or a field-based workforce environment. Experience implementing standardized processes or supporting organizational restructuring. Experience managing multi-location or multi-department HR operations. What We Offer Competitive compensation based on experience and qualifications. Benefits package. Paid time off. Opportunity to influence HR strategy and company growth. Ability to develop and improve HR systems and processes. Collaborative leadership environment. Opportunity to make a meaningful difference in the employee experience and company culture. Opportunities for professional growth and development. The opportunity to help shape the future of a growing, family-owned company that values its employees and customers. Equal Opportunity Statement Midwest Exteriors LLC is committed to providing equal employment opportunities to all qualified individuals. We value a diverse workforce and make employment decisions based on qualifications, experience, performance, and business needs.

Pay:

$50,000.00 - $65,000.00 per year

Benefits:

Dental insurance Health insurance Health savings account Life insurance Paid time off Vision insurance

Work Location:

In person