Human Resources Manager

Company Description Vintage Modern, Inc. is a premier builder of modernized classic vehicles that blend vintage design with contemporary reliability, performance, and luxury. The company’s first modern classic pays homage to an iconic car while integrating advanced engineering and refined comfort features. Each vehicle is meticulously hand-built in Georgia to the highest standards of fit, finish, and quality. Vintage Modern is also establishing a retail partner network to support sales and service across the United States, offering long-term growth opportunities for team members.

Applicants can expect to join a specialized, craftsmanship-focused environment that values innovation and excellence in automotive design.

Role Description The Human Resources Manager at Vintage Modern, Inc. is a full-time, on-site role based in Buford, GA. Vintage is scaling quickly, and our people are the reason. We are looking for a hands-on Human Resource Manager to build and run the people function across our entire organization. This position is responsible for overseeing core HR functions, including recruitment and onboarding, performance management, employee relations, and compliance with employment laws and company policies.

The Human Resources Manager will develop and implement HR policies and procedures, support workforce planning, and coordinate training and development initiatives to support a high-performance, craftsmanship-driven culture. Day-to-day tasks include managing HR records and systems, advising managers on HR-related issues, handling benefits administration, and supporting initiatives that enhance employee engagement, retention, and workplace safety. The role collaborates closely with leadership and department heads to align HR strategies with business objectives in a growing automotive manufacturing and retail network.

This is a builder's role and be responsible for full employee lifecycle.

Key Responsibilities

Talent Acquisition & Onboarding

• Own full-cycle recruiting across production, sales, and corporate roles — partnering with hiring managers to define profiles, source candidates, screen, interview, and close.
• Manage job postings, offers, and pre-employment steps (background checks, references), and coordinate offer letters.
• Deliver a strong onboarding experience: new-hire paperwork, I-9 / E-Verify, orientation, and a well-structured first week that hands off cleanly to training.

Employee Relations & Culture

• Serve as the trusted first point of contact for employee questions and concerns; investigate and resolve issues fairly, promptly, and confidentially.
• Coach managers and supervisors on feedback, difficult conversations, and conflict resolution.
• Champion a positive, accountable culture and support team-building, recognition, and engagement initiatives.

Performance Management & Development

• Run performance review cycles and help managers set clear goals and measurable expectations.
• Partner with leaders on coaching, development, and succession planning across all levels.
• Guide disciplinary actions and documentation (verbal/written warnings, performance improvement plans) to ensure they are consistent, fair, and legally sound.

Compensation, Benefits & Payroll

• Administer compensation structures, benchmark pay to market, and support offer and equity decisions.
• Manage benefits administration and open enrollment (health, 401(k), PTO) and serve as liaison with brokers and providers.
• Coordinate accurate, on-time payroll with Finance, including time and attendance.

Compliance & Risk

• Ensure compliance with federal, state, and local employment law (FLSA, ADA, FMLA, EEO, and Georgia requirements; multi-state as we expand).
• Maintain personnel records, required postings, and manage leaves of absence.
• Own workers’ compensation, workplace-safety coordination (OSHA) in the production environment, and incident reporting.
• Maintain and update the employee handbook and HR policies as the company grows.

HR Operations & Systems

• Own the HRIS and people data; keep headcount, org records, and reporting accurate and current.
• Build and continuously improve HR processes, workflows, and documentation to scale with the business.
• Manage offboarding, exit interviews, and turnover analysis, and turn the insights into action.

Qualifications

• 5+ years of progressive HR experience,ideally in manufacturing, production, or a blended hourly-plus-salaried workforce, with at least 2 years in a generalist-lead or management capacity.
• Candidates should possess strong skills in…