Human Resource Manager

Job Details:

Job Location:

Weiler Forestry Facility - LaGrange, GA, Salary Range: $55000.00 - $95000.00 Salary/year, Human Resources Manager Department:
Office

Reports to:

Director of Engineering FLSA Status:
Exempt Prepared by:
Human Resources Job Type: Full-time

Work Location:

In person – LaGrange, GA

The Human Resources Manager serves as the sole HR professional responsible for leading and managing all human resources functions for the organization. This position provides strategic and operational HR leadership, overseeing the development, implementation, and execution of corporate policies, employment practices, and workforce initiatives. The HR Manager is responsible for full-cycle recruitment, payroll processing, employee relations, benefits administration, performance management, training, compliance, and employee retention.

This position partners with senior leadership and department managers to support business objectives, strengthen organizational culture, and ensure effective workforce management. As a department of one, the HR Manager independently manages day-to-day HR operations, prioritizes competing business needs, and serves as the primary resource for employees and management across multiple shifts. The secondary function of this position includes performing conventional, less complex Environmental, Health, and Safety (EHS) assignments and planning as needed.

• Serve as the sole HR Manager, independently overseeing and managing all day-to-day human resources functions.
• Develop, implement, and administer HR policies, procedures, and programs aligned with corporate objectives and applicable employment laws.
• Provide HR leadership and guidance to senior leadership, department managers, and employees.
• Manage competing priorities, deadlines, and operational needs while maintaining accurate and confidential HR records.
• Maintain a visible and accessible HR presence across multiple shifts to address employee concerns and support workforce needs.
• Develop and maintain HR documentation, reports, procedures, and workforce-related records.

• Lead and manage the full-cycle recruitment process, from workforce planning and job postings through candidate selection, hiring, and onboarding.
• Develop and implement recruitment strategies to attract, assess, and retain qualified talent to support current and future business needs.
• Partner with department managers to identify staffing needs, establish hiring priorities, and develop recruitment plans.
• Conduct interviews, evaluate candidate qualifications, and recommend qualified applicants for selection.
• Coordinate hiring activities, including candidate communication, interview scheduling, pre-employment requirements, and new-hire documentation.
• Monitor staffing needs and recruitment effectiveness to support workforce planning and operational continuity.
• Develop and maintain effective recruitment processes to support timely hiring and retention.

• Process and administer payroll accurately and timely in accordance with established payroll schedules, company policies, and applicable federal and state regulations.
• Review and verify employee timecards, attendance records, overtime, pay adjustments, and other payroll-related information.
• Maintain accurate employee payroll records and ensure appropriate documentation of payroll changes.
• Address employee and management questions concerning payroll, pay discrepancies, deductions, and timekeeping.
• Coordinate payroll-related changes, including new hires, terminations, compensation adjustments, and employee status changes.
• Maintain confidentiality and security of payroll and employee compensation information.
• Partner with Finance and other appropriate departments to support payroll accuracy, reporting, and reconciliation.
• Ensure compliance with applicable wage and hour requirements, including overtime and recordkeeping obligations.

• Maintain positive employee relations by fostering a responsive, open, and respectful work environment.
• Partner with management to resolve employee relations issues, complaints, workplace conflicts, and performance concerns.
• Conduct impartial fact-finding investigations related to internal and external complaints, concerns, and workplace incidents.
• Recommend and implement appropriate corrective actions and resolutions based on investigation findings, company…