HR Manager job description

Job brief

We are seeking a proactive HR Manager to lead our human resources function and cultivate an environment where our team can thrive. As a key member of our management team, you will own our recruitment strategy, refine our employee development processes, and ensure our people operations are legally compliant and highly efficient. You will have the unique opportunity to shape our company culture as we scale, influencing everything from benefits programs to leadership development. If you are passionate about building high-performing teams and possess the technical expertise to optimize our HR systems, we would love to meet you.

What is a HR Manager?

An HR Manager is a strategic human resources professional who designs and executes initiatives related to the full employee lifecycle, from talent acquisition to performance management. By leveraging HRIS platforms like Workday or BambooHR, the HR Manager ensures operational excellence in payroll, benefits administration, and compliance with labor laws such as FLSA, FMLA, and ADA. Their work serves as the vital link between leadership’s business objectives and the workforce, fostering a productive culture that drives both individual professional growth and overall company scalability.

What does a HR Manager do?

The HR Manager oversees daily operations by managing recruitment pipelines, conducting sensitive employee relations investigations, and orchestrating comprehensive onboarding experiences. They analyze workforce metrics within HR analytics dashboards to identify trends in retention or turnover, providing leadership with actionable insights for organizational planning. Furthermore, they partner with department heads to facilitate performance reviews, refine compensation structures, and implement training programs that align with current industry standards and internal long-term goals.

Key responsibilities

• Manage the end-to-end recruitment process, utilizing Applicant Tracking Systems (ATS) to source, screen, and interview top-tier talent for all departments.
• Oversee the administration of total rewards, including health benefits, 401(k) programs, and annual salary benchmarking to ensure market competitiveness.
• Direct complex employee relations matters, including conflict resolution, performance improvement plans, and conducting neutral internal investigations when necessary.
• Implement and maintain HRIS configurations to automate manual workflows, improve data accuracy, and streamline reporting for executive leadership.
• Ensure total organizational compliance with federal, state, and local labor regulations, updating internal handbooks and policies as legal requirements evolve.
• Facilitate structured onboarding and offboarding procedures to provide a seamless transition experience for every new and exiting team member.
• Collaborate with senior management to develop workforce planning strategies, identifying future staffing needs and necessary professional development investments.
• Design and execute company-wide employee engagement surveys, analyzing feedback to translate data into actionable workplace culture improvements.

Requirements and skills

• 5+ years of progressive experience in human resources roles, with at least 2 years in a management or supervisory capacity.
• Proven proficiency in operating modern HRIS platforms such as Workday, ADP Workforce Now, or Gusto for reporting and payroll management.
• In-depth knowledge of employment law and compliance standards, including FMLA, ADA, FLSA, and EEOC reporting requirements.
• Bachelor’s degree in Human Resources, Business Administration, or Organizational Psychology; Master’s degree or PHR/SPHR certification preferred.
• Demonstrated expertise in building talent acquisition strategies, including experience with LinkedIn Recruiter and various job boards.
• Advanced analytical skills with the ability to interpret HR metrics and prepare comprehensive status reports for C-suite stakeholders.
• Demonstrated history of maintaining absolute confidentiality when handling sensitive employee information and high-stakes HR data.
• Strong consulting mindset with the ability to influence cross-functional leaders on staffing, compensation, and cultural initiatives.

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