Sr. Manager, Human Resources

Job Title: Human Resources Manager (Or Senior HR Manager)

Location: New Jersey

Workplace: Remote - only considering candidates in Eastern Time Zone

About the Role

Our client, a professional services organization, is seeking a Human Resources Manager for their team. The Human Resources Manager serves as a hands-on partner to leadership and operations, overseeing the full scope of Human Resources functions for both temporary hourly employees and internal corporate staff. This role is responsible for driving HR best practices, ensuring compliance, supporting employee relations and performance management, overseeing HR operations and team leadership, and supporting HR programs and initiatives that align with operational and business goals. The HR Manager partners closely with management to improve employee engagement, retention, productivity, and workforce stability while supporting high-volume staffing operations and delivering value-added HR solutions. Success in this role will be measured through operational support, compliance performance, employee engagement, retention, and continuous improvement initiatives.

This is a remote role, but the company is only considering candidates who reside in the Eastern Time Zone and are willing to do occasional travel.

Responsibilities

HR Business Partnership & Strategic Support

• Partner with leadership, operations, and business unit leaders to develop and execute HR strategies aligned with organizational goals and operational needs.
• Serve as a trusted advisor to managers and onsite leadership regarding HR policies, workforce management, employee engagement, and people strategies.
• Utilize HR metrics, workforce data, and trends to identify gaps, recommend solutions, and support continuous improvement initiatives.
• Promote consistent implementation of HR programs, policies, and company initiatives across all business locations.

Employee Relations & Performance Management

• Serve as the primary point of contact for employee relations matters across temporary hourly employees and internal corporate staff.
• Manage and resolve employee relations issues through investigations, documentation, conflict resolution, and corrective action processes.
• Provide guidance to managers regarding performance management, coaching, disciplinary actions, attendance, workplace conduct, and policy interpretation.
• Partner with operations leadership to improve employee engagement, morale, productivity, retention, and workplace culture.
• Conduct exit interviews, analyze trends, and recommend retention and engagement strategies.
• Advise and train leaders on best practices related to communication, employee development, and workforce management.

Onboarding & Workforce Development

• Partner with talent acquisition team and hiring managers to support high-volume recruiting efforts.
• Oversee compliant onboarding processes for internal employees and temporary staff, including background checks, drug screenings, I-9/E-Verify compliance, and new hire documentation.
• Maintain continuous improvement of onboarding, training, and orientation programs that support consistent employee experience.
• Support and enhance learning and development initiatives, including coaching, mentoring, and skills training.
• Monitor and evaluate training effectiveness and employee development initiatives.

Compliance, Risk Management & HR Administration

• Ensure compliance with all federal, state, and local employment laws and regulations, including wage and hour laws, EEO, OSHA, FMLA, ADA, workers' compensation, leave administration, and I-9 requirements.
• Maintain, interpret, and update HR policies, procedures, employee handbooks, and HR communications to ensure consistent and compliant practices.
• Manage unemployment claims, audits, investigations, agency responses, and employment-related documentation.
• Ensure accurate administration of HR processes, reporting, records management, and HRIS data integrity.
• Partner with legal counsel, brokers, vendors, and operational teams to support HR operations and compliance initiatives.

Benefits, Worker's Compensation & Leave Administration

• Oversee employee benefits programs, including medical, dental, vision, and voluntary benefit offerings for temporary staff, as well as, corporate internal staff.
• Lead annual open enrollment activities, employee communications, and benefits education initiatives.
• Serve as the primary liaison with benefits brokers, carriers, and vendors.
• Manage the Worker's Compensation program from point of injury, utilizing nurse triage programs and ensuring proper claims management.
• Administer leave of absence programs, including FMLA, ADA accommodations, military leave, state and local leave laws, religious accommodations, and company leave policies.
• Coordinate leave tracking, documentation, interactive processes, and return-to-work procedures.

HR Operations, Analytics & Process Improvement

• Maintain HR systems, reporting processes, and workforce analytics to support strategic decision-making.
• Track and report on key HR metrics, including turnover, retention, absenteeism, training effectiveness, and employee engagement.
• Identify opportunities for operational efficiencies, process improvements, and enhanced HR service delivery.
• Partner with shared services and operational teams to implement scalable HR solutions that support business growth.

Leadership & Team Management

• Lead, develop, and manage HR team members, including HR Generalists and Coordinators / Administrators.
• Provide coaching, training, performance management, and professional development to HR team members.
• Foster a high-performing, service-oriented HR culture focused on accountability, collaboration, responsiveness, and continuous improvement.
• Support and reinforce company culture initiatives and organizational values across all levels of the business.

Perform additional duties and special projects as assigned.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Psychology, or related field required; Master's degree a plus. Equivalent experience may be considered.
• 5-10+ years of progressive Human Resources experience, preferably within staffing, light industrial, manufacturing, logistics or other high-volume environments.
• Prior experience supporting both hourly workforce populations and internal corporate employees preferred.
• Previous HR team management experience preferred.
• Strong knowledge of federal, state, and local employment laws and HR best practices, including employee relations, performance management, wage and hour compliance, OSHA, FMLA, ADA, workers' compensation, leave administration, and I-9/E-Verify requirements.
• Working knowledge across multiple HR disciplines, including compliance, training, benefits, workforce planning, and compensation.
• Experience developing and improving HR processes, systems, policies, and procedures in fast-paced, multi-site, or multi-state environments.
• Experience supporting contingent workforces and client-driven staffing operations preferred.
• Demonstrated ability to build strong partnerships with leadership and effectively support operational teams in a dynamic business environment.
• Strong leadership, interpersonal, conflict resolution, coaching, communication, analytical, organizational, and project management skills.
• Ability to manage multiple priorities, exercise sound judgment, maintain confidentiality, and drive continuous improvement initiatives.
• Proficiency in Google product suite, Microsoft Office and HRIS systems.
• HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) and bilingual English/Spanish skills strongly preferred.
• Must be legally authorized to work in the United States.

Juno is an Equal Opportunity Employer that provides equal opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, genetic predisposition or carrier status, or any other characteristic protected by federal, state or local law. The Company is committed to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. It's expected that all employees are aware of this policy and that they create an environment that's sensitive and respectful to all individuals.