Human Resource Manager

HR Manager leads the Human Resources function at TRDI Inc., translating organizational strategy into people programs that support mission delivery, regulatory compliance, and workforce development. This role is accountable for the health of the entire HR operation -- its structure, its standards, its talent, and its outcomes. The HR Manager builds the systems and culture that allow the team to function at a high level: documented processes, trained staff, clear ownership, visible accountability, and a service posture that earns the trust of every employee and manager TRDI Inc.

serves.

• Design and execute a department-wide HR strategy aligned to TRDI Inc. operational goals, growth plans, workforce needs, and organizational values.
• Lead, develop, and evaluate the HR team; set individual measurable goals, hold quarterly performance conversations, and build a succession pipeline for key HR roles.
• Establish and continuously refine HR service standards; hold the team accountable to published response times, process compliance rates, and on-time closure of all action items.
• Own the department documentation framework: ensure every core HR process is written, assigned to a named owner, maintained on a review schedule, and audited for compliance.
• Serve as the senior decision maker for complex employee-relations matters, escalated investigations, and situations with legal or reputational exposure; coordinate with legal counsel and senior leadership as required.
• Build and oversee a structured, metrics-driven hiring program: define requisition-to-offer timelines by role type, track time-to-fill results, and lead workforce planning discussions with department heads.
• Manage the department talent strategy: identify staffing gaps, build the business case for headcount, propose and implement interim solutions, and partner with leadership to approve and fill open roles.
• Champion compliance across all HR functions -- EEOC, FMLA, ADA, FLSA, government-contracting requirements, I-9 administration, and applicable state law -- ensuring the organization is audit-ready at all times.
• Design and own the TRDI Inc. onboarding and orientation program; leverage new-hire feedback data and turnover trends to drive continuous improvement.
• Build and manage the HR budget; negotiate and manage vendor relationships for benefits, HRIS, staffing support, and training.
• Provide regular reporting to senior leadership on HR metrics: headcount, turnover rate, time-to-fill, employee relations trends, and training completion rates.
• Foster a department culture of accountability, urgency, and continuous improvement where ownership is never ambiguous and problems are resolved at the process level.
• Represent HR in cross-functional leadership discussions; serve as a trusted advisor to department heads on all people-related matters.

HR Manager leads the Human Resources function at TRDI Inc., translating organizational strategy into people programs that support mission delivery, regulatory compliance, and workforce development. This role is accountable for the health of the entire HR operation -- its structure, its standards, its talent, and its outcomes. The HR Manager builds the systems and culture that allow the team to function at a high level: documented processes, trained staff, clear ownership, visible accountability, and a service posture that earns the trust of every employee and manager TRDI Inc.

serves.

• Design and execute a department-wide HR strategy aligned to TRDI Inc. operational goals, growth plans, workforce needs, and organizational values.
• Lead, develop, and evaluate the HR team; set individual measurable goals, hold quarterly performance conversations, and build a succession pipeline for key HR roles.
• Establish and continuously refine HR service standards; hold the team accountable to published response times, process compliance rates, and on-time closure of all action items.
• Own the department documentation framework: ensure every core HR process is written, assigned to a named owner, maintained on a review schedule, and audited for compliance.
• Serve as the senior decision maker for complex employee-relations matters, escalated investigations, and situations with legal or reputational exposure; coordinate with legal counsel and senior leadership as required.
• Build and oversee a structured, metrics-driven hiring program: define requisition-to-offer timelines by role type, track time-to-fill results, and…