Human Resources Manager

Job Overview We are seeking a dynamic and strategic Human Resources Manager to lead our HR initiatives and foster a thriving workplace culture. In this pivotal role, you will oversee all aspects of human resources management, from talent acquisition and employee relations to benefits administration and compliance with employment and labor laws. Your energetic leadership will drive organizational success through innovative HR strategies, effective change management, and comprehensive workforce development. Join us to shape a positive, inclusive environment where every team member can excel and grow!

Core Responsibilities Recruitment & Onboarding:

Manage the hiring lifecycle—from posting job descriptions and screening candidates to coordinating interviews and running new-hire orientations.

Employee Relations:

Department is the first point of contact for employee inquiries, mediate workplace conflicts, and guide managers through disciplinary processes.

Compliance & Policies:

Ensure company policies align with local, state, and federal labor laws, and maintain accurate employment records and I-9 forms.

Benefits & Payroll:

Assist employees with benefits enrollment (health, 401k), resolve claims, and verify payroll hours.

Performance & Training:

Administer performance review cycles, track employee development, and assist with coordinate cross training programs.

Scheduling:

Weekly scheduling of all personnel

Bilingual:

Fluent communications in English and Spanish, speaking and written.

Required Qualifications & Skills Education:

Bachelor's degree in human resources, Business Administration or a related field.

Experience:

Preferred 2-5 years of progressive experience in an HR role

Tech Skills:

Proficiency with Human Resources Information Systems (HRIS)

Soft Skills:

Exceptional active listening, critical thinking, and conflict resolution capabilities. Professional Certifications Having a recognized credential is a significant plus and often preferred by employers: [1]

SHRM-CP:

SHRM Certified Professional PHR:

Professional in

Human Resources Talent Acquisition & Employee Lifecycle Sourcing Strategy:

Collaborate with hiring managers to define candidate profiles and build candidate pipelines.

Interview Coordination:

Design structured interview kits, rubrics, and schedule complex multi-stage interview panels.

Background Check Administration:

Initiate and review criminal background screenings, reference checks, and drug tests.

Offer Management:

Draft formal offer letters and negotiate compensation packages within approved budget bands.

Onboarding Program Design:

Create, execute, and continually optimize the first-week onboarding curriculum for new hires.

Offboarding & Exit Interviews:

Conduct exit interviews, analyze turnover trends, collect company property, and process terminations.

Employee Relations & Workplace Culture Grievance Investigation:

Investigate formal complaints regarding harassment, discrimination, or policy violations.

Conflict Resolution:

Mediate interpersonal disputes between team members to maintain a collaborative work environment.

Disciplinary Guidance:

Counsel managers on the progressive discipline process and review Performance Improvement Plans (PIPs).

Engagement Initiatives:

Design and analyze annual employee engagement surveys to implement retention strategies. Total Rewards (Compensation & Benefits)

Benefits Open Enrollment:

Plan and execute annual open enrollment, including hosting informational webinars for staff. Leave of Absence (LOA): Manage complex leave requests including FMLA, short-term disability, long-term disability, and OFML leave.

Market Compensation Analysis:

Benchmark internal salaries against industry data to ensure competitive and equitable pay annually.

Compliance, Risk Management & Policy Handbook Maintenance:

Author, update, and distribute the Employee Handbook to reflect changing employment laws.

Government Reporting:

Prepare and file annual compliance reports including EEO-1, VETS-4212, and OSHA logs.

Labor Law Compliance:

Audit workplace postings and ensure adherence to FLSA, ADA, ADEA, and Title VII regulations.

Worker's Compensation:

File workers' compensation claims, coordinate medical care, and manage return-to-work accommodation.

HR Audits:

Conduct routine internal audits of I-9 forms, personnel files, and independent contractor agreements.

Performance Management & Development Review Cycle Management:

Administer the logistics of mid-year and annual 360-degree performance evaluation processes.

Manager Training:

Facilitate workshops for new supervisors on coaching, giving feedback, and documenting performance.

Skill Gap Analysis:

Identify training needs across departments and source external learning development vendors.

Career Path Mapping:

Assist leadership in defining job families, competency models, and internal promotion tracks.

HR Technology & Operations HRIS Optimization:

Serve as the primary administrator for HRIS systems, configuring workflows, modules, and user permissions.

Data Metrics & Analytics:

Generate monthly HR dashboards tracking turnover rates, time-to-hire, and demographic metrics.

Unemployment Claims:

Respond to state unemployment agency information requests and represent the company at hearings.

Vendor Management:

Act as the daily operational contact for health insurance brokers, 401(k) advisors, and tech vendors.

Multi-State Labor Compliance & Policy Administration Handbook Addenda:

Author and maintain state-specific handbook addenda to ensure strict adherence to localized laws across all five states.

California Wage & Hour:

Enforce compliance with California's strict daily overtime rules (time-and-a-half after 8 hours daily/40 weekly, double-time after 12 hours) and mandatory, uninterrupted 30-minute meal break rules Indeed HR Generalist Guide.

Texas Common Law Enforcement:

Navigate the nuances of Texas's strong "at-will" employment framework while ensuring proper documentation to mitigate regular Texas Workforce Commission (TWC) unemployment disputes.

Arizona Mini-WARN:

Monitor workforce changes to comply with specific state layoff notices, ensuring proper coordination alongside federal requirements. Total Rewards, Leave of Absence (LOA) &

Payroll Taxes Statutory Paid Leave Coordination:

Manage complex employee leave tracking across distinct state programs, including Washington Paid Family and Medical Leave (1.13% total premium) Updates - Washington State's Paid Family and Medical Leave and Paid Leave Oregon (1% total contribution split 60/40 between employee and employer) Unemployment Insurance tax and Paid Leave Oregon ..., Employers - Paid Leave Oregon.

Sick Time Administration:

Administer varying localized mandatory sick leave accruals, balancing Arizona's Fair Wages and Benefits Act (up to 40 hours annually) against California's mandatory 5 days (40 hours) and Oregon's sick time rules.

Payroll Tax Jurisdictions:

Partner with payroll to track employee physical work locations, ensuring accurate withholding for state income taxes in CA, OR, and AZ. Onboarding programs for any new state locations added.

Talent Acquisition & Compensation Equity Pay Transparency Compliance:

Mandate the inclusion of accurate, good-faith salary ranges on all internal and external job postings to comply with pay transparency laws in California and Washington.

Salary Benchmarking:

Partner with brokers to audit and establish competitive compensation bands that reflect vastly different regional cost-of-living metrics

Ban-the-Box Restrictions:

Train hiring managers on localized fair chance hiring laws, ensuring criminal background checks are initiated only after a conditional offer is extended in applicable California and Washington jurisdictions.

Pay:

$60,000.00 - $90,000.00 per year

Benefits:

401(k) 401(k) matching Dental insurance Flexible spending account Health insurance Life insurance Paid time off Vision insurance

Work Location:

In person