Role Overview

The HR Manager collaboratively manages day-to-day HR compliance and employee relations processes through teamwork, shared discovery, and Talent Operations leadership review, supporting compliance, consistency, and employee-focused Talent Operations practices across the organization. This individual-contributor role has no direct reports and leads through functional ownership and cross-functional partnership. The HR Manager interprets and communicates policies, monitors employment law and regulatory requirements, manages workplace concerns, and develops recommendations to mitigate risk. The position independently manages analysis, documentation, recommendations, and follow-through on matters involving employee relations, performance management, attendance, employment records, onboarding, and organizational change. The VP, Talent Operations reviews recommendations and approves final outcomes; the HR Manager coordinates implementation of approved outcomes and remains accountable for accurate, timely, and consistent process execution.

A Day in the Life

• Manage day-to-day administration of HR policies and programs and provide practical guidance to leaders and employees on policy interpretation, employee relations, attendance, conduct, performance, and workplace expectations
• Own employee relations intake and case management; conduct or coordinate timely, objective workplace investigations; document interviews and findings; and recommend follow-up actions for final review and approval by the VP, Talent Operations
• Coach leaders through performance improvement, corrective action, and employment decisions while balancing employee experience, business needs, and compliance risk; develop recommendations and coordinate implementation following VP approval of final outcomes
• Manage monitoring of federal, state, and local employment requirements; recommend updates to HR policies, procedures, notices, practices, and employee communications; and coordinate implementation following VP approval
• Maintain accurate, complete, and confidential employee records, case files, employment documentation, and required compliance reports
• Manage periodic audits of HR records and practices, identify gaps or trends, recommend corrective actions and process improvements, and track implementation of approved outcomes
• Coordinate compliance requirements across recruiting, employment authorization, onboarding, compensation and benefits, payroll coordination, leave and attendance, safety, training, and employee separations, partnering with the responsible functional owners
• Develop and deliver employee and manager communications and training related to HR policies, respectful workplace expectations, documentation standards, employment practices, and regulatory responsibilities, consistent with approved policies and outcomes
• Partner with Talent Operations leadership, business leaders, legal counsel, vendors, and other internal or external resources on compliance and employee relations matters; escalate complex or high-risk concerns promptly to VP Talent Operations
• Use HR systems and workforce data to manage case tracking, monitor compliance activities, identify recurring issues, and recommend actions
• Lead or contribute to cross-functional HR compliance projects and organizational change initiatives
• Connect with HR support staff and service providers through established partnerships to ensure timely, accurate, and consistent completion of HR processes

Role Progression

• Within 1 month, you’ll: Learn Talent Operations policies, systems, workflows, documentation standards, and key partners; understand current compliance priorities, employee relations procedures, and VP final-review requirements; and begin handling routine inquiries.
• Within 3 months, you’ll: Independently manage day-to-day compliance and employee relations processes; conduct or coordinate investigations and support performance matters; identify recurring risks or process gaps; and submit practical recommendations to your manager.
• Within 6 months, you’ll: Own assigned compliance and employee relations programs and case-management processes; lead audits, investigations, training, or cross-functional initiatives; use workforce and case data to identify trends and recommend risk mitigation; and demonstrate timely, consistent execution and implementation of approved outcomes.

About You

• Bachelor’s degree in human resources, business administration, or a related field, or equivalent relevant experience
• 4-7 years of progressive human resources experience, including meaningful responsibility for HR compliance and employee relations
• Working knowledge of employment law, HR regulatory requirements, policy administration, workplace investigations, performance management, leave and attendance practices, and employment documentation
• Demonstrated ability to handle confidential and sensitive matters with sound judgment, objectivity, and discretion
• Strong written and verbal communication, analytical, organizational, and problem-solving skills
• Ability to work independently, manage multiple priorities, collaborate across functions, and provide clear, practical guidance to leaders and employees
• Proficiency with human resource management systems and standard business applications
• Successful candidates will be required to complete and pass a CLEAR™ identity verification as part of the pre-employment screening process
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The annual base salary range for this exempt position is $100,000 - $115,000 and reflects the midpoint through maximum of the established range for this role. Encoura establishes compensation using national market data, internal equity considerations, and organizational budget factors to ensure fairness and consistency across the organization. Certain roles may also be eligible for variable compensation in addition to base salary. Employees in this role are eligible for Encoura’s comprehensive benefits package, which includes health insurance, retirement contributions, paid time off, and other programs that support employee well‑being.