Human Resources Manager

The Human Resources Manager reports directly to the Head of HR and leads daily HR operations, including employee relations, investigations, recruiting and onboarding oversight, leave administration, employee records, and weekly payroll oversight. This hands-on role supports an accurate, responsive, and accountable HR department.

The HR Manager independently resolves routine matters within approved policies and delegated authority, guides managers, reviews assigned HR staff work, and ensures deadlines and follow-up are met. The Head of HR retains overall department leadership, biweekly payroll, all 401(k) processes, benefits administration and reconciliations, payment coordination, and HRIS administration.

Benefits responsibilities may be delegated in the future following training and approval by the Head of HR.

Supervisory Responsibilities:

• Supervise, coach, and develop HR employees assigned by the Head of HR; establish daily priorities, distribute work, and monitor workload and deadlines.
• Review assigned staff work for accuracy, completeness, supporting documentation, and timely completion; ensure identified errors are corrected.
• Maintain written procedures, checklists, backup assignments, and cross-training plans to support continuity during staff absences.
• Provide performance feedback, identify training needs, and address performance concerns in coordination with the Head of HR.

Duties/Responsibilities

Employee Relations & Investigations:

• Serve as a primary resource for employee concerns and manager questions; apply company policies consistently and exercise sound professional judgment.
• Lead assigned workplace investigations, including intake, interviews, evidence review, findings, documentation, recommendations, and follow-up.
• Coach managers on performance, attendance, corrective action, conflict resolution, and appropriate documentation; coordinate disciplinary and separation meetings.
• Promptly notify the Head of HR of serious complaints, suspected harassment, discrimination or retaliation, threats, significant compliance concerns, or matters outside delegated authority.
• Prepare unemployment responses, supporting records, and hearing materials; participate in hearings and conduct exit interviews as assigned.

Payroll & Timekeeping:

• Oversee weekly payroll preparation, processing, staff training, and coverage, including timesheets, approved employee changes, earnings, deductions, adjustments, and reports. Biweekly payroll remains with the Head of HR.
• Review weekly payroll for accuracy and supporting documentation; resolve discrepancies and verify approved pay changes and benefit and retirement deductions before submission.
• Apply working knowledge of gross and net pay, overtime, pretax and post-tax deductions, garnishments, withholding, and payroll corrections.
• Coordinate weekly payroll issues with managers, Accounting, and the Head of HR; maintain an audit trail and follow approval controls. Refer UKG system issues, biweekly payroll matters, and 401(k) funding questions to the Head of HR.

HR Operations:

• Manage daily HR workflow and ensure assigned activities are completed accurately and on time; report outstanding issues and corrective actions to the Head of HR.
• Perform assigned operational work directly, train and cross-train HR staff, and maintain coverage during absences.
• Ensure assigned employee records, employment changes, attendance documentation, weekly payroll information, employee communications, reports, and HR files are accurately maintained. Use UKG within assigned access to complete these duties; report system issues and configuration needs to the Head of HR, who retains HRIS administration, permissions, integrations, vendor support, and system training.
• Oversee employee verification requests, separation documentation, required notices, employee records, and administrative HR processes.
• Maintain procedures, tracking tools, checklists, and review controls; verify completion rather than relying solely on verbal updates.
• Identify inefficiencies and implement process improvements across HR functions.

Recruiting, Leave & Performance Management:

• Coordinate recruiting priorities with managers and HR staff; monitor candidates, hiring progress, and outstanding pre-employment requirements.
• Oversee orientation, onboarding, required I-9 and E-Verify steps as applicable, employee profiles, and completed new-hire checklists and records.
• Administer assigned employee leave and accommodation processes, including documentation, deadlines, and return-to-work follow-up; coordinate benefit questions with the Head of HR and escalate complex matters.
• Oversee attendance, PTO, and disciplinary tracking; verify records and protected-leave considerations before recommending attendance action.
• Coordinate performance-review schedules, job-description updates, employee acknowledgments, and manager follow-up under the direction of the Head of HR.
• Resolve routine matters within delegated authority and escalate with recommendations. Obtain required approval for terminations, suspensions, pay changes, policy exceptions, and payroll release. Perform other related duties assigned by the Head of HR.

Required Skills/Abilities:

• Demonstrated HR leadership and sound professional judgment.
• Strong practical knowledge of payroll, employee relations, and daily HR operations.
• Strong working knowledge of federal and applicable state employment requirements.
• Ability to advise managers and present practical recommendations to the Head of HR.
• Strong staff leadership, coaching, delegation, and training skills.
• Excellent communication, interpersonal, and conflict-resolution skills.
• Strong analytical and problem-solving abilities.
• Strong organization, attention to detail, and follow-through.
• Ability to prioritize competing deadlines and verify completed work.
• Proficiency using HRIS/payroll systems for assigned work and Microsoft 365, including Excel for data review and reporting.
• Ability to protect confidential employee and company information.
• Ability to lead daily HR operations within delegated authority.

Education/Experience:

• Bachelor's degree in Human Resources, Business Administration, or a related field required.
• At least five years of progressive HR experience, including two years leading HR operations, supervising HR staff, or managing a substantial HR function.
• Experience independently conducting investigations and advising managers required.
• Hands-on payroll processing experience, including deductions and discrepancy resolution, required; benefits administration experience preferred for potential future responsibilities.
• Manufacturing HR experience preferred.
• Experience with HR staff training, process improvement, and compliance reviews preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.

Physical Requirements:

• Prolonged periods sitting at a desk and working on a computer.
• Ability to communicate effectively in person and through telephone, email, and virtual meeting platforms.

Benefits:

• 401(k)
• Dental insurance
• Health insurance
• Life insurance
• Paid time off
• Vision insurance

Education:

• Bachelor's (Required)

Experience:

• Human resources: 5 years (Required)
• Payroll: 2 years (Preferred)
• Management: 2 years (Preferred)

Work Location: In person