Human Resources Manager

The Human Resources Manager runs day to day HR operations and provides practical guidance to managers and employees across RR Digital's marketing, creative, client services, development and operations teams. The role is hands on, combining core HR execution with support for consistent people policies, sound employee relations and effective management practices. A central responsibility is training all staff and managers on HR policies and practices to reduce employment related risk.

This role supports a team of about 75 and works closely with the CEO, recruiting, Finance, and outside specialists, who provide direction on strategy and complex matters.

Reporting line: CEO.Team responsibility:
Hands on individual contributor role with no direct reports.

• Own the staff HR training program.
• Design and deliver onboarding and recurring training on company policies, harassment and discrimination prevention, reporting concerns and nonretaliation, confidentiality, leave and accommodations, and timekeeping.
• Train managers on interviewing, performance documentation, corrective action and escalation.
• Coordinate specialized content with qualified advisers.
• Maintain a training calendar, completion records and policy acknowledgments.
• Check understanding, follow up on missed training, and provide refreshers when policies change or recurring issues reveal gaps.
• Partner with leaders on staffing needs, workforce changes and people risks.
• Carry out the HR plan and calendar agreed with leadership.
• Serve as the first point of contact for employee concerns.
• Conduct fair, well documented investigations and coach managers through conflict, corrective action and separations, escalating sensitive or complex matters to leadership and employment counsel.
• Maintain job descriptions, titles and job levels.
• Gather salary benchmarks and prepare pay recommendations for review by Finance and leadership.
• Administer performance reviews, goal setting and development planning.
• Support managers in setting expectations, giving useful feedback and documenting performance decisions consistently.
• Support hiring with recruiting resources and hiring managers, including approvals, offer coordination and onboarding, so new employees move smoothly from hiring to ongoing support.
• Own and maintain the company handbook, coordinating policy updates and applicable jurisdictional requirements with leadership and employment counsel.
• Manage regular reviews, version control, distribution and employee acknowledgments, and incorporate changes into staff training.
• Keep personnel records and HR processes current, and coordinate leave, accommodations and other employment matters with qualified advisers.
• Manage HR data and workflows in Rippling, including onboarding, employee changes and offboarding.
• Maintain data quality, appropriate access and accurate handoffs to payroll and benefits partners.
• Administer benefits enrollment and renewals with Finance and providers.
• Track employee feedback, exit information and HR metrics, and flag retention and operating issues to leadership.

• First 30 days:
  Meet leaders and employees, learn current HR processes, records and data, and confirm the employee relations escalation process with leadership. Review training records and identify priority HR training needs. Review the company handbook for policy gaps.
• Days 31 to 60:
  Identify gaps in records, onboarding and policies, propose practical fixes, and confirm responsibilities across HR, recruiting and Finance. Develop a staff and manager HR training plan and calendar, with leadership and adviser input.
• Days 61 to 90:
  Implement agreed improvements to onboarding and manager guidance, set up the performance management calendar, and deliver a basic HR dashboard with baseline measures. Deliver priority training and begin tracking completion and understanding.

• Staff and managers complete assigned HR training on time and demonstrate understanding of policies and reporting channels. The handbook and training records are current, and identified knowledge gaps receive follow up. Accurate and timely HR records and employee changes. Consistent onboarding and offboarding. Managers follow documented performance practices. Employee concerns receive timely, appropriate follow through. Leadership receives useful reporting on hiring, turnover, employee feedback and compensation.

• Full time, remote.
• Open to candidates in Florida, New York or…