The HR Manager serves as a key partner to the Chief Human Resources Officer (CHRO), supporting and advancing the organization's people strategy and Human Resources priorities.
The HR Manager is responsible for leading and executing a broad range of HR functions, including payroll administration, talent acquisition, compensation administration, employee relations, performance management, HRIS administration, compliance, and HR process improvement initiatives. This role partners closely with the CHRO to carry out the strategic vision for Human Resources while driving execution across the organization.
The ideal candidate is a proactive, detail-oriented HR practitioner who thrives in a collaborative, fast-paced environment and excels at balancing strategic initiatives with day-to-day operational responsibilities while delivering exceptional service to employees and managers.
Essential Duties and Responsibilities- Manage full-cycle recruitment and onboarding activities, partnering with hiring managers to attract, select, and onboard top talent while delivering an exceptional candidate experience.
- Manage payroll administration by auditing payroll and timekeeping data, partnering with the payroll consultant to process payroll, and resolving discrepancies and employee inquiries to ensure accuracy and data integrity.
- Manage the Human Resources Information System (HRIS) and ensure the accuracy, confidentiality, and integrity of employee records, HR data, reporting, and key workforce metrics, including headcount, turnover, and recruitment analytics.
- Support compensation administration by conducting salary surveys, market benchmarking, and compensation analyses.
- Coordinate annual merit increase, incentive compensation, and compensation review processes.
- Manage the organization's performance management process, including annual evaluations and six-month reviews, while partnering with managers to support employee development and performance improvement efforts.
- Support HR policy administration and communications, including employee handbook updates, while assisting with audits, reporting requirements, and compliance activities.
- Lead HR projects and process improvement initiatives to enhance operational efficiency, employee experience, and organizational effectiveness.
- Support initiatives that enhance employee engagement, organizational culture, and professional development.
- Perform other duties as assigned.
Qualifications- Bachelor's degree in Human Resources, Business Administration, or a related field required. An equivalent combination of education, professional certifications, and progressively responsible Human Resources experience may be considered in lieu of a degree.
- Minimum of 5-8 years of progressive Human Resources experience, including payroll administration, talent acquisition, employee relations, compensation administration, performance management, and HRIS administration. Experience managing multiple HR functions in a fast-paced environment is strongly preferred.
- Experience with Human Resources Information Systems (HRIS) and payroll platforms, preferably ADP Workforce Now.
- Experience leading HR projects and process improvement initiatives preferred.
- Experience in an association, nonprofit, or professional services environment preferred.
- Strong knowledge of Human Resources practices and employment law principles.
- Demonstrated commitment to excellence, integrity, and professionalism in all aspects of Human Resources practice.
- Excellent interpersonal, communication, organizational, and problem-solving skills.
- Demonstrated ability to manage multiple priorities, maintain confidentiality, and work effectively in a fast-paced environment.
- Proficiency with Microsoft Office Suite, including Excel and reporting tools.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Work Arrangement & Application InstructionsThis position follows a hybrid work schedule requiring employees to work in the office three days per week and remotely two days per week. Core in-office days are Tuesday and Wednesday, with one additional in-office day determined in partnership with the employee's manager and business needs.
Interested candidates should submit both a resume and cover letter outlining their qualifications, relevant experience, and interest in the position.
