Human Resources Manager

Position Summary

The Human Resources Manager is responsible for leading and executing the organization’s human resources strategy while fostering a positive, high-performance culture aligned with the company’s mission, values, and business objectives. This role serves as a strategic partner to executive leadership and department managers, ensuring that the company attracts, develops, engages, and retains top talent while maintaining compliance with employment laws and industry best practices.

The Human Resources Manager will oversee all aspects of human resources including talent acquisition, employee onboarding and offboarding, benefits administration, employee relations, performance management, compensation planning, organizational development, training and development, diversity and inclusion initiatives, workforce planning, and company culture programs.

• Champion and help maintain a strong company culture that reflects organizational values and supports employee engagement.
• Develop and implement employee engagement programs, recognition initiatives, and retention strategies.
• Serve as a trusted advisor to employees and management regarding workplace concerns and organizational issues.
• Conduct employee satisfaction surveys and develop action plans based on feedback.

• Develop and execute recruiting strategies to attract top talent across technical, sales, services, and administrative functions.
• Manage the full recruitment lifecycle including workforce planning, job postings, candidate sourcing, interviewing, offer negotiation, and hiring.
• Partner with hiring managers to define staffing needs and candidate qualifications.
• Establish relationships with recruiting firms, educational institutions, and professional organizations.

• Design and manage comprehensive onboarding programs that accelerate employee productivity and engagement.
• Ensure new hires receive proper orientation, training, systems access, and company resources.
• Coordinate employee exits, conduct exit interviews, and identify trends and opportunities for improvement.
• Maintain processes for equipment recovery, documentation, and knowledge transfer during employee separations.

• Develop and manage employee training and professional development programs.
• Collaborate with department leaders to identify skill gaps and career development opportunities.
• Support leadership development and succession planning initiatives.
• Promote continuous learning through technical, professional, and management training programs.
• Track and report on employee training participation and effectiveness.

• Lead the organization’s performance management process.
• Develop and maintain goal-setting frameworks.
• Train managers on effective coaching, feedback, and performance evaluation practices.
• Ensure alignment between employee objectives and organizational goals.
• Support employee career growth and advancement planning.

• Manage company compensation programs to ensure competitiveness and internal equity.
• Conduct market compensation analysis and benchmarking studies.
• Lead annual salary review and merit increase processes.
• Develop compensation recommendations for promotions, transfers, and new hires.
• Partner with leadership to develop compensation strategies that support organizational objectives.

• Manage employee benefits programs including medical, dental, vision, life insurance, disability, retirement plans, and wellness initiatives.
• Serve as the primary liaison with benefits providers and brokers.
• Lead annual benefits enrollment and employee education programs.
• Evaluate benefit offerings to ensure competitiveness and cost-effectiveness.
• Resolve employee benefits-related issues and inquiries.

• Partner with executive leadership on organizational design and workforce planning initiatives.
• Support business growth through effective talent planning and resource allocation.
• Analyze workforce trends, turnover metrics, and staffing…