Human Resources Manager

Schedule: Monday–Friday, with occasional evenings and weekends as needed.

Salary: Starting at $83,000 per year.

Position Summary

The Human Resources Manager is responsible for leading all aspects of Human Resources while serving as a strategic partner to leadership and a trusted resource for employees. This position oversees employee relations, compliance, recruiting, leave administration, benefits, workers' compensation, safety initiatives, performance management, policy development, and organizational training. The ideal candidate is highly organized, proactive, and experienced in managing complex employee situations while ensuring compliance with federal, state, and local employment laws.

Essential Duties & Responsibilities

Employee Relations & Compliance

• Serve as the primary HR contact for employees and management.
• Investigate employee concerns, complaints, and workplace conflicts.
• Maintain compliance with federal, state, and local employment laws.
• Develop, update, and enforce company policies and employee handbook.
• Maintain confidential employee records and HR documentation.
• Partner with legal counsel on sensitive employment matters as needed.

Leave Administration

• Administer all employee leave programs including:
• • FMLA
  • ADA accommodations
  • Paid Family & Medical Leave (PFML)
  • Military Leave
  • Personal Leaves of Absence
• Coordinate the interactive ADA process from start to finish.
• Review medical documentation and determine reasonable accommodations.
• Communicate with employees, supervisors, and healthcare providers regarding leave status and return-to-work plans.
• Maintain accurate leave tracking and required documentation.

Workers' Compensation

• Manage all workers' compensation claims from initial injury through claim closure.
• Coordinate with insurance carriers, medical providers, and supervisors.
• Develop and monitor light-duty and return-to-work programs.
• Ensure OSHA reporting requirements are met.
• Track claim trends and recommend injury prevention strategies.

Talent Acquisition & Onboarding

• Manage full-cycle recruiting for hourly and salaried positions.
• Create job postings and source qualified candidates.
• Conduct interviews and coordinate hiring managers.
• Manage applicant tracking systems.
• Complete background checks, reference checks, and employment verification.
• Coordinate onboarding and new hire orientation.
• Ensure completion of I-9s, E-Verify (if applicable), and employment documentation.

Performance Management

• Coach supervisors on employee performance and disciplinary processes.
• Assist with performance evaluations and development plans.
• Support corrective action documentation and terminations.
• Promote employee engagement and retention initiatives.

Benefits Administration

• Administer employee benefit programs including medical, dental, vision, life insurance, retirement, and wellness initiatives.
• Conduct benefits orientation for new hires.
• Assist employees with benefit questions and enrollment.
• Coordinate annual open enrollment.

Payroll & HRIS Support

• Partner with payroll to ensure accurate employee records.
• Process personnel changes including promotions, transfers, wage changes, and terminations.
• Maintain HRIS and timekeeping systems.
• Audit employee records for accuracy.

Safety & Risk Management

• Support company safety initiatives and OSHA compliance.
• Coordinate safety committee meetings.
• Assist with accident investigations and corrective actions.
• Develop safety communications and employee training programs.
• Maintain required OSHA logs and documentation.

Training & Development

• Develop HR training programs for supervisors and employees.
• Conduct harassment prevention, compliance, safety, and leadership training.
• Maintain training records and certifications.
• Support leadership development initiatives.

HR Operations

• Create and improve HR processes and standard operating procedures.
• Develop forms, templates, and HR documentation.
• Prepare HR metrics and reports