Sr. Human Resources Manager

Director of Operations at Sterling Engineering

Manager of Human Resources

Reports to:

President

$90,000.00/yr - $/yr

• Stock options

Sterling is a unique combination of two companies:
Sterling Engineering (a WBENC Company) providing project engineering & design services and Sterling Staffing an employee-owned (ESOP) providing qualified engineering & technical workforce solutions founded in 1969. We support clients nationwide across Manufacturing, Automation, Food & Beverage, Life Sciences, Energy & Infrastructure, and Renewables. Our culture is grounded in accountability, quality, trust, and long-term relationships—with both our clients and our people.

The Manager of Human Resources is a senior leadership role responsible for the strategic and day-to-day execution of all HR, compliance, risk management, and employee relations functions at Sterling Engineering. This role blends hands‑on HR generalist expertise with business acumen, risk mitigation, and compliance leadership.

The Manager of Human Resources serves as a trusted advisor to executive leadership, managers, and employees—ensuring Sterling remains compliant, well‑governed, and aligned with best practices while fostering a positive, high‑performance, employee‑owned culture.

Compensation, Benefits & Leave Administration

• Lead communication, rollout, and administration of compensation programs and performance‑aligned pay structures
• Partner with leadership to align performance management with compensation strategy
• Administer group benefits programs, including medical, dental, vision, and retirement plans
• Lead annual open enrollment and benefits communication
• Ensure compliance with FMLA, ADA, and confidentiality requirements related to employee medical information

Talent Acquisition & Retention

• Partner with hiring managers to understand workforce needs and staffing priorities
• Oversee and support the full recruitment lifecycle for internal roles
• Develop and refine recruiting strategies to attract and retain high‑quality talent
• Support onboarding, training, development, and retention initiatives
• Serve as a resource to leadership on succession planning and workforce development

Employee Development & Assessments

• Oversee employee assessments used for development and leadership growth
• Administer assessments, interpret results, and guide leaders on effective use
• Partner with managers to leverage assessments throughout the year for coaching, development, and performance improvement
• Support career pathing, training initiatives, and continuous development programs

Employee Relations

• Serve as the primary point of contact for employee relations matters
• Investigate and resolve employee complaints, concerns, and workplace issues
• Ensure a respectful, inclusive, and legally compliant work environment
• Develop and maintain employee relations strategies that support engagement, accountability, and performance
• Conduct and oversee workplace investigations, ensuring fairness, documentation, and consistency

ESOP Communication & Administration

• Support ESOP administration, communications, and annual updates
• Partner with leadership to ensure the ESOP value proposition is clearly communicated and reinforced
• Support education efforts to strengthen employee‑owner mindset across the organization
• Serve as primary liaison with legal counsel on employment‑related matters
• Design, implement, and maintain Sterling’s enterprise risk management framework
• Identify, assess, and evaluate HR, operational, and compliance‑related risks
• Lead policy reviews, audits, and training to reduce exposure and ensure understanding
• Prepare and manage insurance and risk‑related budgets
• Develop and maintain business continuity and workplace safety plans
• Conduct compliance and policy audits in collaboration with internal and external partners
• Build risk awareness across the organization through training and education

Compliance Leadership

• Ensure compliance with federal, state, and local employment laws and regulations
• Draft, revise, and implement HR and compliance policies
• Develop and oversee internal control systems to prevent violations
• Monitor…