Human Resources Manager

CTS is a leader in Virtual Design and Construction (VDC) solutions, providing innovative project execution in the construction industry. Our team collaborates on large-scale aviation, transportation, civil, commercial, and mission critical projects, leveraging cutting-edge technology to improve workflows and optimize project outcomes. At CTS, we foster a culture of growth, problem-solving, and technical excellence-where every team member has the opportunity to make a real impact.

CTS is growing rapidly, and we are looking for talented individuals who are passionate about the intersection of technology and construction. We offer a dynamic work environment where innovation is encouraged, and professional development is a priority. As part of our team, you will work alongside industry experts, gain hands‑on experience with leading VDC tools, and contribute to projects that shape the built environment.

Position: Human Resources Manager
Location & Time Zone: Remote - Occasional travel required as needed.
Position Type: Full‑Time
Pay: Salary
Direct Reports: HR Specialist & HR Admin
Reporting To: President/CEO

This is a chance to build CTS's HR, payroll, and benefits infrastructure from the ground up, with real ownership over vendor selection, systems, and policy at a company that’s growing fast. If you want to run something rather than administer something, this is that role.

• Own the end-to-end plan and timeline to exit the Rippling PEO relationship without a lapse in payroll, tax filing, or benefits continuity
• Evaluate and select an independent payroll platform capable of handling both US W-2 employees and international contractors
• Rebuild workflows in‑house including: new hire W-2 onboarding, contractor onboarding, time‑off policy administration, expense management approval workflows, and payroll processing itself
• Sequence the cutover to minimize risk a failed transition affects real people's paychecks and benefits, not just internal admin
• Confirm and directly register CTS for state income tax withholding and unemployment insurance in every state where CTS has employees
• Own state‑specific compliance obligations that a PEO otherwise absorbs
• Track multi‑state paid leave and employment law changes on an ongoing basis as CTS adds states/employees
• Research, compare, and select a cost‑effective, quality group health insurance plan to replace PEO‑provided coverage, including running the vendor/broker comparison process directly rather than through the PEO
• Research, select, and implement a company retirement plan (401k or equivalent), including evaluating whether it satisfies state mandates like Cal Savers
• Own open enrollment and ongoing plan administration once selected
• Balance cost control against competitiveness/retention as CTS scales headcount
• Manage and develop a small HR team, including balancing team members’ existing strengths and development areas
• Own recruitment, onboarding, and employee records for a fast‑growing organization
• Maintain and finish outstanding foundational HR documentation (e.g., employee handbook/manual) and keep it current across all states of operation
• Serve as the primary point of contact for employee relations, performance management processes, and HR‑related policy questions
• Own coordination with outside immigration counsel on visa sponsorship, work authorization, and related casework for employees who need it
• Track work authorization deadlines and renewals as part of standard personnel record‑keeping
• Build and maintain auditable personnel record systems independent of the PEO’s system of record
• Establish CTS‑owned HR policies (time off, leave, contractor classification, etc.) currently managed by an external source
• Ensure worker…