A Human Resources Manager manages human resources functions for a company or organization, including the recruiting, hiring and training of employees. Works with executive management to develop and implement staffing and compensation plans and works to attract and retain qualified employees. Oversees training and development initiatives. Manages compensation and benefits structure and provides information to employees. Monitors compliance with employment-related regulations. Implements company policies and deals with staffing or disciplinary issues as needed.
Madison, fully onsite with flexibility for extenuating circumstances
Salary:
$95,000-$105,000
Responsibilities of Senior HR Manager:
Serve as a trusted resource to leaders and employees, providing clear guidance and timely support. Maintain oversight of department high-quality HR documentation (notes, letters, warnings, investigation files, leave records) and ensure proper confidentiality. Lead or oversee complex employee relations matters including investigations, conflict resolution, performance improvement, corrective action, and separations. Coach leaders on effective feedback, documentation, progressive discipline, and respectful communication. Identify systemic people issues and recommend practical interventions. Partner with the Director of Organizational Compliance & Training and the Talent & Engagement Manager to design, implement, and maintain clear, structured career pathways across the organization. Define role competencies, progression criteria, and development milestones that support employee growth, internal mobility, and succession planning. Promote awareness and utilization of career pathways among leaders and employees to strengthen retention and engagement. Monitor effectiveness of career pathway initiatives through metrics (e.g., internal promotions, retention, advancement rates) and recommend continuous improvements. Manage leave and accommodation processes (FMLA, relevant state programs, ADA accommodations) with accurate tracking and documentation. Coordinate with payroll/benefits vendors as needed; ensure employees receive clear, consistent communication. Maintain strong working knowledge of federal and state employment laws and translate requirements into day-to-day practice. Own a compliance calendar and ensure required documentation and reporting are completed on time. Conduct routine internal audits/quality checks (e.g., I-9s/onboarding documentation, personnel files, leave files, policy acknowledgements, applicant flow where applicable) and drive corrective action. Oversee or coordinate benefits and compensation administration to ensure accurate changes, clear communication, and timely completion of annual cycles. Develop and maintain compensation analysis tools and practices (e.g., salary range support, internal equity review process, market benchmarking coordination, pay-change documentation standards) and provide recommendations. Collaborate with Talent & Engagement Manager on recruiting, onboarding, retention initiatives, and professional development. Ensure hiring processes are consistent, compliant, and well documented; support workforce planning with program leaders. Provide oversight for the full employee lifecycle processes that connect to talent work, including onboarding quality/consistency, offboarding execution, and exit feedback loops. Oversee separation/offboarding processes to ensure timely, compliant, and well-documented execution (checklists, access removal coordination, final pay/benefits coordination as applicable). Oversee HRIS data integrity and adoption; improve workflows, reporting, and automation where appropriate. Build and maintain useful HR metrics for leaders (e.g., turnover, time-to-fill, onboarding completion, leave trends, ER themes, engagement indicators). Identify and implement operational efficiencies that improve speed, clarity, and accuracy. Lead, coach, and develop the HR team to increase capability, confidence, and accountability. Implement cross-training plans so key processes have reliable coverage. Support organization-wide change management with clear communication plans, leader coaching, and adoption support. Provide leadership coverage and continuity of HR operations as needed. Preferred Qualifications of the
Senior HR Manager:
Bachelor's degree in HR, Business, or related field (or equivalent combination of education and experience). 8+ years of progressive HR experience with a strong, hands-on generalist background. 2+ years leading or supervising an HR team (directly or in a lead role with clear coaching/mentoring responsibility).
SHRM-CP/SCP
Certification is a plus. HRIS proficiency and strong documentation skills. #LI-GW1 #LI-Onsite #
