Human Resources Manager

Overview

The Human Resources Manager manages HR staff and oversees the implementation of human resources programs, policies, and procedures for an assigned geographic division. This role supports business operations by partnering with leadership on staffing, employee relations, performance management, and development initiatives. The HR Manager ensures compliance with applicable employment laws and company policies while supporting day-to-day HR functions and organizational needs.

1. Employee Relations & Workforce Support: 20%

• Receives and responds to inquiries regarding employee policies and employee relations issues, providing appropriate coaching and counseling.
• Provides problem resolution and conflict management guidance for employees and managers, including policy and procedure review, interpretation, and revision.
• Investigates and advises on employee relations issues, including disciplinary actions, policy violations, harassment, and other performance concerns for both office and field employees, in conjunction with the Labor team.
• Responds to employee complaints and concerns, ensuring appropriate resolution in alignment with company policies and legal requirements.
• Acts as a liaison between management and employees, addressing grievances, resolving disputes, and fostering a positive and inclusive workplace culture.
• Serves as an employee advocate, contributing to an environment where employees are motivated, engaged, and aligned with business objectives.
• Represents Human Resources in grievance investigations and hearings, coordinating with leadership as needed.

2. Recruiting, Onboarding & Employee Lifecycle: 20%

• Partners with Talent Acquisition and Recruiting teams to support hiring efforts, provide input, and make hiring recommendations as appropriate.
• Conducts new employee orientation to promote engagement and understanding of company policies and culture.
• Consults with managers regarding promotions, transfers, and other employee status changes.
• Maintains and updates employment records within HR systems, including hires, terminations, leaves, and status changes.
• Conducts exit interviews, analyzes trends, and ensures completion of all separation documentation.

3. Compliance & Policy Administration: 20%

• Ensures compliance with federal, state, and local employment laws and regulations, including but not limited to FMLA, USERRA, EEOC, and related requirements.
• Communicates and interprets HR policies, procedures, and regulatory requirements to management and staff.
• Recommends, develops, and implements HR policies, procedures, and programs in alignment with organizational needs.
• Ensures all HR activities are carried out in compliance with company policies and procedures.

4. Manager Support & Organizational Development: 15%

• Provides guidance and support to managers on performance management, disciplinary actions, and employee development.
• Assists supervisors in addressing performance concerns and implementing appropriate corrective actions.
• Recommends, develops, and facilitates training initiatives in partnership with Corporate HR and Learning & Development.
• Supports Learning & Development efforts, including coordination of leadership training programs (LTP) and other development initiatives.

5. Reporting & HR Operations: 10%

• Responds to and manages unemployment claims, including coordination with the Texas Workforce Commission and maintenance of employer tax rate information.
• Tracks and reports employee data, including new hires and terminations, to HR, Payroll, and Labor teams.
• Maintains accurate HR records and ensures data integrity across systems.
• Coordinates with HR Shared Services and other HR team members to ensure consistent communication and alignment across the organization.

6. Team Leadership & Cross-Functional Support: 10%

• Manages and develops HR administrative staff, providing direction, coaching, and performance feedback.
• Maintains effective communication with HR leadership, including the Director of Human Resources and other HR team members.
• Provides support to cross-functional teams, including assisting Marketing with company events and supporting organizational initiatives as needed.

7. Performs other duties as assigned, such as participating in required corporate training and development programs. 5%

• Bachelor’s degree in Human Resources, Business Administration, Legal Studies, or a related field preferred.
• Minimum of 5 years of related experience and/or training; or equivalent combination of education and experience.
• Professional HR certification (e.g., PHR, SPHR, SHRM-CP/SCP) a plus.

• Strong verbal and written communication skills.
• Strong interpersonal and employee relations skills.
• Knowledge of employment laws and regulations, including EEO, ADA, FMLA, and related compliance requirements.
• Able to interpret policies, assess risk, and provide sound HR guidance.
• Proficient in Microsoft Office Suite and HRIS systems.
• Able to maintain confidentiality and handle sensitive…