Human Resource Manager

Description

The role oversees the full spectrum of people programs and employee experience, ensuring seamless onboarding, offboarding, engagement, and feedback mechanisms while fostering a transparent and inclusive culture. It also coordinates internal communications, employee recognition, and culture initiatives.

It drives recruiting and hiring processes, managing job postings, screening, interview coordination, and ensuring compliant onboarding with proper documentation, system setup, policy review, and benefits enrollment. Collaboration with department leads guides candidate selection and hiring decisions.

The position leads performance and development systems, administering quarterly and annual review cycles, maintaining development plans, and aligning performance tools with evolving business needs. It also manages ladders of learning, PDP templates, and peer feedback collection.

Responsibility includes payroll and benefits oversight, preparing biweekly payroll, approving PTO, handling benefit inquiries, and maintaining accurate employee data across HRIS and related systems. This function serves as the primary contact for benefit‑related questions and open enrollment coordination.

The role maintains policy compliance, updating the Employee Handbook, managing the compliance calendar, and safeguarding legally compliant employee records while escalating HR risks as needed. Secure, organized documentation is upheld to meet legal standards.

It administers HR technologies, ensuring system access, integrations, and documentation standards, and supports implementations, troubleshooting, and testing updates prior to rollout. Partnership with Accounting and IT aligns onboarding/offboarding technology and license tracking.

As a team leader, the incumbent supervises HR Generalist or Specialist staff, conducts regular check‑ins, delegates work, and contributes to strategic HR planning and goal tracking. Leadership includes managing workload, development, and project progress.

The role also manages office operations, including supplies, event planning, vendor relations, and collaborates with Accounting, IT, and Design to ensure smooth internal processes. It maintains a welcoming, well‑run office experience and clear process documentation.

• Design and execute employee lifecycle initiatives such as onboarding, offboarding, engagement events, and feedback surveys.
• Manage internal communications, employee recognition programs, and culture‑building activities.
• Lead recruitment workflow including job posting, screening, interview scheduling, and collaborative hiring decisions.
• Ensure onboarding compliance with documentation, system setup, policy orientation, and benefits enrollment.
• Oversee quarterly and annual performance review cycles, development plans, and peer feedback processes.
• Administer biweekly payroll processing, PTO approvals, and timekeeping validation.
• Serve as primary point of contact for benefits administration and open enrollment coordination.
• Update and maintain the Employee Handbook, HR policies, and the compliance calendar.
• Preserve accurate employee records within HRIS, timekeeping, and payroll platforms.
• Configure HR system access, integrations, and maintain shared documentation standards.
• Supervise HR generalist/specialist staff, conduct regular check‑ins, and delegate project responsibilities.
• Coordinate office supplies, event planning, vendor management, and ensure a welcoming workplace environment.

Requirements

Required competencies include strategic HR execution, accountability, discretion, systems thinking, strong communication, adaptability, technology proficiency, service‑oriented leadership, and cross‑functional collaboration. These skills enable effective partnership across departments.

Candidates must hold a bachelor’s degree (or equivalent), possess an HR certification, and have at least five years of progressive HR experience with compliance and people‑operations ownership. Experience should include payroll, benefits, process improvement, and partnership with leadership.

Preferred qualifications include experience in small‑to‑mid‑size organizations, professional services or creative firms, building scalable HR programs, familiarity with EOS or similar frameworks, and a strong operational mindset toward culture‑building and hybrid work environments.

• Demonstrate HR strategic planning, accountability, discretion, systems thinking, and strong communication.
• Hold a bachelor’s degree (or equivalent) and an HR certification (SHRM‑CP/SCP, PHR, etc.).
• Possess 5+ years of progressive HR experience with payroll, benefits, compliance, and people‑operations ownership.

Benefits

Training + Development

Interview process

Visa Sponsorship

Security clearance