Job title - Human Resources Manager

Location - Schaumburg, IL (Onsite)

Employment Type - Full-Time

Reports to - President

Compensation - $70000 to $90,000 annually

Travel - As needed for acquisitions and operating locations

Classification - Exempt

Hands-on HR leadership for a growing, acquisition-oriented organization

POSITION SUMMARY

The Human Resources Manager is the senior HR leader responsible for managing the day-to-day Human Resources function across Rely Services and affiliated U.S. businesses. This is a hands-on role for a growing organization. The Director will oversee employee relations, recruiting, compliance, payroll and benefits administration, performance management, HR reporting, and the people-related aspects of future acquisitions.

The position will work closely with executive and operating leadership to establish consistent HR practices, maintain a productive workplace, and build scalable processes without creating unnecessary bureaucracy. The successful candidate will be comfortable moving between strategic planning and detailed execution.

ROLE PROFILE | A strong HR Manager or Senior HR Manager ready to step into a first Director-level opportunity. The role is intentionally broad but remains practical, operational, and appropriate for a smaller company with acquisition growth plans.

1. HR OPERATIONS & LEADERSHIP

• Lead and manage the day-to-day Human Resources function across the Company’s operating businesses.
• Establish practical, consistent HR policies, procedures, and documentation across entities and locations.
• Serve as the primary HR resource for executive leadership, managers, and employees.
• Identify opportunities to improve HR efficiency, responsiveness, and employee experience.
• Help build an HR structure that can scale as the Company grows through acquisitions.

2. EMPLOYEE RELATIONS

• Advise managers on employee relations, coaching, attendance, performance, and disciplinary matters.
• Conduct workplace investigations and resolve employee complaints appropriately and consistently.
• Prepare or review written warnings, performance documentation, and separation materials.
• Promote a professional, respectful, and accountable workplace culture.
• Develop practical employee engagement and retention initiatives.

3. COMPLIANCE & RISK MANAGEMENT

• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Maintain employee handbooks, HR policies, personnel files, and required employment records.
• Administer or coordinate FMLA, ADA accommodations, COBRA, ACA, workers’ compensation, unemployment claims, and employee leave programs.
• Coordinate HR audits and implement corrective actions when needed.
• Work with outside employment counsel on employment-related matters as appropriate.

4. RECRUITING, ONBOARDING & OFFBOARDING

• Partner with department leaders to identify staffing requirements and define position needs.
• Manage recruiting activities, including job postings, candidate screening, interview coordination, offers, and pre-employment requirements.
• Coordinate background checks, drug testing, and other required hiring procedures.
• Ensure new hires complete all onboarding documentation, including I-9s, tax forms, policy acknowledgments, payroll setup, and benefit enrollment.
• Conduct or coordinate new hire orientation.
• Manage offboarding, exit interviews, final documentation, and company asset return.

5. PAYROLL & BENEFITS ADMINISTRATION

• Oversee and review biweekly payroll processing through Paychex, iSolved, or other payroll systems.
• Maintain accurate employee pay, PTO, attendance, commission, incentive, tip, and deduction information.
• Review payroll reports and obtain appropriate management approval before processing.
• Administer health insurance, retirement plans, leave programs, and other employee benefits.
• Coordinate with employees, payroll providers, benefit brokers, and insurance carriers to resolve questions and discrepancies.

6. PERFORMANCE MANAGEMENT & DEVELOPMENT

• Administer the Company’s performance review process and ensure reviews are completed and documented on schedule.
• Help managers establish clear employee expectations and individual performance goals.
• Support managers in developing performance improvement plans and corrective action plans.
• Promote regular feedback, accountability, and employee development.
• Assist leadership with succession planning and identification of high-potential employees as the organization grows.

7. M&A DUE DILIGEN