Human Resource Manager

• Lead full-cycle recruiting efforts across all levels, ensuring timely hiring of high-quality talent
• Partner closely with hiring managers and leadership to develop workforce plans and hiring strategies aligned with evolving business needs
• Build strong relationships with stakeholders to influence hiring decisions and improve talent outcomes
• Enhance employer branding and candidate experience
• Track and analyze recruiting metrics to drive continuous improvement

• Support and oversee aspects of employee lifecycle processes including recruiting, onboarding, offboarding, promotions, and status changes
• Ensure HR systems and employee records are accurate and up to date
• Assist with payroll processes and audits
• Develop and improve HR processes to increase efficiency and scalability

• Ensure compliance with federal, state, and local employment laws and regulations
• Monitor and interpret regulatory changes and recommend updates to policies and practices
• Lead HR audits, reporting, and documentation to ensure accuracy and compliance
• Partner with VP of HR to mitigate risk and address compliance-related concerns
• Maintain and update employee handbooks, policies, and procedures
• Serve as a trusted advisor on employee relations, performance management, and organizational challenges
• Handle complex and sensitive employee matters with professionalism and sound judgment

• Oversee and administer employee benefits programs, including medical, dental, vision, 401(k), and leave programs
• Manage open enrollment processes, including strategy, communication, and execution
• Serve as the primary point of contact for complex benefits issues and escalations
• Partner with brokers and vendors to evaluate and enhance benefits offerings
• Ensure compliance with benefits-related regulations (e.g., ACA, COBRA, FMLA, etc.)

• Partner with VP of HR in compensation review, ensuring alignment with business strategy and internal equity
• Support regular payroll and HR data audits to ensure integrity and compliance with wage and hour laws
• Lead compensation and workforce reporting through HRIS, providing insights to support decision-making
• Oversee HRIS functionality, data integrity, reporting, and system enhancements

• Lead and execute complex HR projects, including compliance initiatives, system implementations, and process improvements
• Identify gaps in current practices and implement solutions aligned with business needs
• Support organizational change efforts with a focus on communication, compliance, and adoption

Nadel provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. You may read  Equal Employment Opportunity is the Law  by clicking on the corresponding link. 

Nadel is committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us at 

hrhelp@nadel.com

By submitting your application, you acknowledge and confirm that you have received, read and understand  Nadel’s Applicant Privacy Notice  and hereby authorize and consent to the Company's use of the personal information and sensitive personal information it collects, receives or maintains for the business purposes identified in disclosure. 

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