Responsibilities:
Planning
Collaborate with senior leadership to align workforce planning, recruiting, retention, and employee-development strategies with company goals.
Establish HR processes, systems, and documentation that can scale with company growth.
Provide leadership with appropriate workforce metrics (KPIs) and recommendations
Monitor workforce trends and recommend proactive staffing and retention strategies
Develops and implements departmental budget. (Blue indicates potential growth responsibility)
Recruitment & Onboarding
Develop recruiting strategies that support company growth and workforce needs.
Partner with hiring managers to develop job descriptions, coordinate candidate screening and interviews, and support consistent selection practices
Coordinate pre-employment activities, onboarding, orientation, and employment documentation.
Manage employee offboarding, including exit interviews, documentation, benefits coordination, and internal notifications
Manage recruitment efforts through career fairs.
Evaluate recruiting and onboarding effectiveness and recommend improvements
Employee Relations
Support a positive workplace culture.
Serve as a confidential and approachable resource for employees and managers
Provide guidance on employee-relations matters, facilitate conflict resolution, respond to employee concerns, and coordinate fair and appropriately documented workplace investigations.
Coach managers on communication, employee engagement, documentation, and consistent policy application.
Compensation, Benefits & Payroll
Administer or oversee payroll processes, including employee changes, deductions, reporting, and coordination with payroll providers
Lead employee health/retirement benefit programs through annual renewals and enrolling team members.
Maintain accurate employee records within the HRIS and related systems
Conduct and maintain market compensation benchmarking.
Compliance & Policy
Monitor applicable employment-law developments and recommend policy or process changes.
Maintain legally required employee records, notices, and documentation.
Coordinate required reporting and compliance activities.
Support workplace safety, leave administration, accommodations, and workers’ compensation processes, as applicable.
Review the employee handbook regularly and recommend updates when business or legal requirements change
Performance, Training & Development
Manage the company’s performance-management cycle, including goal setting, midyear discussions, year-end reviews, and related documentation.
Partner with technical and business leaders to identify training and professional-development needs.
Track completion and effectiveness of and company-sponsored training.
Coordinate leadership development, mentoring, and career-path initiatives.
Support succession planning and workforce continuity efforts for key roles.
Requirements:
Education: Bachelor’s degree in Human Resources, Business Administration, or a related field.
Experience: Minimum of 5 years of progressive responsibility HR experience but 7-10 years of experience is preferred
Certifications: SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent HR certification preferred, or the ability to obtain certification within an established period after hire.
Proficiency with Microsoft Word, Excel, Outlook, and other relevant business systems. Proficiency in HRIS platforms.
Strong working knowledge of employment laws, HR practices, and confidential recordkeeping requirements.
Sound judgment and the ability to handle sensitive information with discretion.
Strong employee-relations, conflict-resolution, and problem-solving skills.
Ability to communicate clearly and professionally with employees, managers, senior leaders, and external partners.
Strong organization, documentation, and project-management skills and high attention to detail.
Ability to prioritize competing responsibilities and meet deadlines with limited supervision.
Collaborative, service-oriented approach with the confidence to provide candid and practical guidance.
Ability to adapt HR practices to the evolving needs of the organization.