HR Manager

We are seeking a strategic and execution-focused Human Resources Manager to drive our talent lifecycle during an exciting season of organizational growth. The core mission of this role is attracting, developing, engaging, and retaining top-tier talent while ensuring absolute compliance and operational efficiency. Partnering closely with the Chief People Officer (CPO), hiring managers, and the broader People Operations team, you will act as a champion of company culture, a data-driven problem solver, and a trusted resource for employee relations. Essential Duties and Responsibilities Talent Acquisition & Recruiting Strategy Strategic Sourcing & Pipeline Building: Identify and engage top talent through targeted job marketing, proactive sourcing, and robust pipeline forecasting. Strategic Partnerships: Cultivate and maintain high-impact university relationships, trade school partnerships, and connections with outside staffing agencies. Employer Branding & Events: Promote the Electric Plus employer brand and values through targeted career pages, social media, and industry recruiting events. Internal Referral Programs: Administer employee referral programs to drive organic, high-retention candidate generation. Candidate Assessment & Selection Predictive Index (PI) Administration: Administer and distribute PI assessments to candidates, aligning results directly with role requirements. Structured Interview Design: Formulate behavioral interview questions tailored to candidate PI results; build objective interview loops and candidate scorecards. Selection Recommendations: Lead background and reference checking; deliver data-backed hiring recommendations to the CPO and hiring managers. Recruiting & Employee Administration Logistics & Scheduling: Coordinate interview panels, manage candidate communication, and generate compliant employment offer letters. Onboarding & Paperwork: Oversee candidate pre-employment paperwork, lifecycle documentation (including Form I-9 and E-Verify), and transition logistics into the People Operations onboarding pipeline. People Development & Engagement Cultural Initiatives & Retention: Design internal engagement initiatives that foster connection and support the long-term health and morale of the workforce. Feedback Loops: Administer employee engagement surveys, analyze outcomes, and conduct proactive stay and retention interviews. Internal Mobility & Growth: Manage internal mobility and promotion pathways; equip managers with frameworks for continuous career development conversations. Internship Program: Direct the logistics, campus recruitment, and initial candidate sorting for the company's internship program. Employee Support & Relations Policy & Conflict Resolution: Act as a reliable resource for policy interpretation; facilitate fair, effective employee relations and conflict resolution processes. Performance Accountability: Guide and support managers through the execution and documentation of Level 1 Performance Improvement Plans (PIPs). EEOC Discovery: Coordinate the initial intake, response documentation, and preliminary discovery for EEOC investigations. Strategic Problem Solving & Analytics Workforce & Market Analysis: Conduct labor market evaluations to track hiring trends, while monitoring turnover data to solve complex retention challenges. Funnel Optimization: Identify operational bottlenecks within the recruitment lifecycle to improve time-to-fill and quality of hire. Vendor & Process Evaluation: Continuously audit HR vendors, systems, and processes to recommend systemic organizational improvements directly to leadership. Compliance & Documentation Handbook Maintenance: Partner with the CPO to regularly update, maintain, and distribute the employee handbook to reflect shifting regulations. Audit & Legal Readiness: Lead preparations for routine internal and external HR audits; ensure federal, state, and local labor law postings remain visibly compliant.