Human Resources Manager

Help Us Build the Team Behind the Mission

Caissa K12 partners with public school districts across the country to strengthen communications, community engagement, and student recruitment.

As an established and growing organization serving school districts nationwide, we’re looking for a Human Resources Manager who doesn’t just fill roles, but builds a company people want to stay at. You’ll work hand in hand with Caissa K12 leadership, with real authority to shape how we hire, grow, and take care of our people, from the first interview to retirement planning.

If you love the challenge of leading talent strategy and want a seat at the leadership table to do it, this is the position for you.

Bilingual candidates (English/Spanish) are strongly preferred.

This is a hands‑on role. The Human Resources Manager should be comfortable building systems from the ground up, improving existing processes, supporting managers, and ensuring the company follows sound employment practices as it grows.

• Support the company’s hiring needs by helping managers define roles, write job descriptions, post openings, screen candidates, and coordinate interviews.
• Build a consistent hiring process that includes job posting, interview questions, candidate evaluation, reference checks, offer letters, and onboarding steps.
• Help determine whether roles should be full‑time, part‑time, seasonal, contractor, or temporary based on business needs and legal requirements.
• Maintain organized records of applicants, interviews, offers, and hiring decisions.
• Help improve the candidate experience, so applicants receive clear communication and a professional impression of the company.

• Create and manage a consistent onboarding process for all new hires.
• Ensure employees receive necessary paperwork, policies, system access, training materials, and role expectations.
• Coordinate with managers to make sure new employees are properly trained and supported during their first 30, 60, and 90 days.
• Help develop basic training programs for managers, team leads, and employees.

• Serve as a professional point of contact for employee questions, concerns, and workplace issues.
• Help managers address employee performance, attendance, conduct, and communication concerns.
• Document employee relations matters carefully and consistently.
• Assist with conflict resolution and help maintain a respectful, accountable work environment.
• Escalate legal, compliance, or serious workplace matters to company leadership or outside counsel when appropriate.

• Help ensure company policies and practices comply with applicable federal, state, and local employment laws.
• Maintain employee records, personnel files, I‑9 documentation, wage‑and‑hour records, and other HR documentation.
• Assist with classification reviews, including exempt/non‑exempt status and employee versus contractor considerations.
• Support compliance with wage‑and‑hour rules, anti‑discrimination laws, harassment prevention, leave requirements, and workplace safety expectations.
• Coordinate with outside legal, payroll, benefits, or compliance advisors when needed.

• Develop, update, and maintain the employee handbook and HR policies.
• Create clear procedures for hiring, onboarding, timekeeping, PTO, discipline, termination, remote work, confidentiality, and workplace conduct.
• Help managers apply policies consistently across departments.
• Recommend improvements as the company grows and operational needs change.

• Help create a performance management process that includes clear expectations, feedback, documentation, and accountability.
• Support managers with performance improvement plans, coaching conversations, corrective action, and terminations when necessary.
• Assist in developing job scorecards, KPIs, and role expectations.
• Help create a culture where employees understand what success looks like in their role.

• Coordinate with payroll providers to ensure accurate employee information, time records, compensation changes, and deductions.
• Assist with benefits…