Responsibilities: 

Planning 

• Collaborate with senior leadership to align workforce planning, recruiting, retention, and employee-development strategies with company goals. 

• Establish HR processes, systems, and documentation that can scale with company growth. 

• Provide leadership with appropriate workforce metrics (KPIs) and recommendations  

• Monitor workforce trends and recommend proactive staffing and retention strategies 

• Develops and implements departmental budget. (Blue indicates potential growth responsibility) 

Recruitment & Onboarding

• Develop recruiting strategies that support company growth and workforce needs. 

• Partner with hiring managers to develop job descriptions, coordinate candidate screening and interviews, and support consistent selection practices 

• Coordinate pre-employment activities, onboarding, orientation, and required employment documentation. 

• Manage employee offboarding, including exit interviews, documentation, benefits coordination, and internal notifications 

• Manage recruitment efforts through career fairs.   

• Evaluate recruiting and onboarding effectiveness and recommend improvements 

Employee Relations  

• Support a positive workplace culture. 

• Serve as a confidential and approachable resource for employees and managers 

• Provide guidance on employee-relations matters, facilitate conflict resolution, respond to employee concerns, and coordinate fair and appropriately documented workplace investigations. 

• Coach managers on communication, employee engagement, documentation, and consistent policy application. 

Compensation, Benefits & Payroll 

• Administer or oversee payroll processes, including employee changes, deductions, reporting, and coordination with payroll providers 

• Lead employee health/retirement benefit programs through annual renewals and enrolling team members. 

• Maintain accurate employee records within the HRIS and related systems 

• Conduct and maintain market compensation benchmarking. 

Compliance & Policy

• Monitor applicable employment-law developments and recommend policy or process changes. 

• Maintain legally required employee records, notices, and documentation. 

• Coordinate required reporting and compliance activities. 

• Support workplace safety, leave administration, accommodations, and workers’ compensation processes, as applicable. 

• Review the employee handbook regularly and recommend updates when business or legal requirements change 

Performance, Training & Development 

• Manage the company’s performance-management cycle, including goal setting, midyear discussions, year-end reviews, and related documentation. 

• Partner with technical and business leaders to identify training and professional-development needs.  

• Track completion and effectiveness of required and company-sponsored training. 

• Coordinate leadership development, mentoring, and career-path initiatives.  

• Support succession planning and workforce continuity efforts for key roles.  

Requirements:

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. 

• Experience: Minimum of 5 years of progressive responsibility HR experience required but 7-10 years of experience is preferred 

• Certifications: SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent HR certification preferred, or the ability to obtain certification within an established period after hire. 

• Proficiency with Microsoft Word, Excel, Outlook, and other relevant business systems. Proficiency in HRIS platforms. 

• Strong working knowledge of employment laws, HR practices, and confidential recordkeeping requirements.  

• Sound judgment and the ability to handle sensitive information with discretion.  

• Strong employee-relations, conflict-resolution, and problem-solving skills.  

• Ability to communicate clearly and professionally with employees, managers, senior leaders, and external partners.  

• Strong organization, documentation, and project-management skills and high attention to detail. 

• Ability to prioritize competing responsibilities and meet deadlines with limited supervision.  

• Collaborative, service-oriented approach with the confidence to provide candid and practical guidance.  

• Ability to adapt HR practices to the evolving needs of the organization.