We are looking for an experienced HR Manager to lead and own the Human Resources function within the organization. This is a hands-on position for someone who is comfortable being both the strategic HR partner to leadership and the day-to-day operator handling recruiting, employee relations, compliance, benefits, and culture initiatives.

 

Responsibilities:

Recruiting & Onboarding:

Manage full-cycle recruiting: job postings, sourcing, screening, interviewing, and offer negotiation. Design and continuously improve the new-hire onboarding experience. Partner with hiring managers to define role requirements and hiring plans.

 

Employee Relations & Culture:

Serve as the primary point of contact for employee questions, concerns, and conflict resolution. Investigate and resolve workplace issues fairly and confidentially. Champion company culture, engagement initiatives, and internal communications.

 

Compensation & Benefits:

Administer employee benefits programs (health insurance, retirement plans, PTO, etc.). Support annual compensation reviews and benchmarking. Manage open enrollment and vendor relationships (brokers, carriers, payroll providers).

 

Compliance & Policy:

Ensure compliance with federal, state, and local employment laws (FLSA, FMLA, ADA, EEO, etc.). Maintain and update the employee handbook and HR policies. Own recordkeeping, I-9 compliance, and audit readiness.

 

Performance Management:

Design and run performance review cycles and goal-setting processes. Coach managers on feedback, documentation, and difficult conversations. Support promotion, PIP, and termination processes.

 

HR Operations & Payroll:

Oversee or coordinate payroll processing accuracy (in partnership with Finance or a payroll provider). Maintain HRIS data integrity and generate reports for leadership. Manage leave-of-absence administration and workers’ comp claims.

 

Strategic HR:

Advise leadership on organizational design, headcount planning, and workforce strategy. Identify opportunities to improve HR processes, tools, and employee experience. Build HR from the ground up or scale existing practices as the company evolves.

 

Qualifications:

Bachelor’s degree. 10+ years of progressive HR experience. Strong working knowledge of employment law and HR compliance requirements. Experience with benefits administration and payroll processing. Experience within a manufacturing or distribution environment preferred. Excellent judgment, discretion, and ability to handle confidential information. Strong communication and interpersonal skills across all levels of the organization. SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

 

Please contact Bryan Flynn at bflynn@clarkdavis.com