Title:Human Resources Manager - Compensation, Benefits & Employee Relations
Supervisor:Director of Human Resources
Department:Human Resources
FLSA Status:Exempt Salaried
Summary/ObjectiveThe Human Resources Manager - Compensation, Benefits & Employee Relations is responsible for leading the organization's compensation, benefits, employee relations, HR compliance, and employee engagement functions. This role serves as a subject-matter leader and trusted advisor to managers and employees on compensation, benefits, workplace matters, and employment practices.Working closely with the Director of Human Resources and broader HR team, the HR Manager ensures consistent, compliant, and effective HR practices across the organization's multi-entity workforce. The position independently manages complex employee relations matters, oversees benefits administration and vendor relationships, supports compensation strategy and analysis, and develops programs that strengthen employee engagement and retention.Essential Functions- Leads compensation programs and analysis, including researching market data and recommending competitive base pay and incentive structures that support attraction, retention, internal equity, and organizational goals.
- Oversees benefits program administration and vendor relationships; serves as the escalation point for complex benefits questions and issues.
- Independently manages complex employee relations matters across the organization, including investigations, disciplinary actions, accommodations, performance-related concerns, and terminations.
- Leads HR compliance activities related to compensation, benefits, employee relations, and employment practices; reviews and updates HR policies and the employee handbook to support compliance with applicable federal and Guam employment laws.
- Develops and leads employee engagement and retention initiatives, using employee relations, compensation, benefits, and workforce data to identify retention drivers and recommend actions.
- Supervises benefits and employee relations support staff and establishes priorities, performance expectations, and workflows for the function.
- Partners with Recruitment and other HR team members to support the transition from recruitment and onboarding into ongoing employee engagement and retention.
- Partners with the Director of Human Resources on organization-wide HR strategy, particularly as it relates to compensation, benefits, employee relations, compliance, and employee engagement.
- Contributes to HR budget planning, compensation planning, benefits forecasting, and headcount recommendations.
- Establishes and monitors relevant metrics and reporting to evaluate compensation, benefits, employee relations, engagement, retention, and compliance trends.
- Maintains current knowledge of compensation and benefits practices, employee relations trends, employment law, regulatory changes, and HR best practices.
- Performs other duties as assigned.
Education and Experience- Bachelor's degree in Human Resources, Business Administration, or a related field preferred; equivalent combination of education and experience considered.
- 5+ years of progressive HR experience, including significant experience in compensation, benefits, employee relations, and HR compliance.
- Demonstrated ability to independently manage complex employee relations matters, investigations, disciplinary actions, accommodations, and terminations.
- Demonstrated experience administering employee benefits programs and managing benefits vendors and service providers.
- Experience with compensation benchmarking, market analysis, pay structures, or incentive programs.
- Experience working with HRIS and benefits administration platforms.
- Supervisory experience preferred.
- PHR, SHRM-CP, or equivalent HR certification preferred.
Competencies- Strong knowledge of compensation, benefits, employee relations, and HR compliance practices.
- Strong working knowledge of U.S. and Guam employment law as it relates to compensation, benefits, employee relations, and employment practices, with sound judgment regarding when to engage legal counsel.
- Strong analytical and problem-solving skills, particularly in compensation benchmarking, benefits analysis, and workforce trends.
- Excellent judgment, discretion, and ability to maintain confidentiality when handling sensitive employee and organizational matters.
- Strong interpersonal, communication, and conflict-resolution skills.
- Strong leadership and coaching skills, with the ability to develop and support HR team members.
- Ability to prioritize and manage multiple concurrent priorities in a high-paced, multi-entity environment.
- Ability to build trusted relationships with employees, managers, and leadership while maintaining appropriate HR standards and organizational consistency.
- Proficiency with Microsoft Office Suite or related software; proficiency with HRIS and benefits administration platforms preferred.
Supervisory ResponsibilityThis position has direct supervisory responsibility for benefits and employee relations support staff and provides functional leadership across the compensation, benefits, employee relations, compliance, and engagement functions.Work EnvironmentThis position primarily operates in a professional office environment and regularly interacts with employees, managers, HR team members, and organizational leadership. The role may also require periodic presence at company offices, operational facilities, and job locations. Standard office equipment and technology, including computers, telephones, and HR systems, are routinely used in the performance of this position.Physical DemandsThis position is primarily performed in an office environment and requires the ability to sit, stand, walk, communicate verbally, listen, and use standard office equipment for extended periods. The position may occasionally require movement throughout company offices and job locations.TravelOccasional travel may be required between company offices, operational facilities, and job locations.
Additional InformationThis job description is intended to describe the general nature and level of work performed by employees assigned to this position. It is not intended to be construed as an exhaustive list of all duties, responsibilities, qualifications, or working conditions associated with the position. Duties, responsibilities, and requirements may be modified, added, or removed at any time to meet the changing needs of the Company. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the job.
