Human Resources Manager

The HR Manager is responsible for overseeing the full scope of Human Resources functions, with a strong emphasis on regulatory compliance, multi-state payroll and tax administration, employee benefits (including 401(k) oversight), employee relations case management, and training and development. This role ensures that HR operations and initiatives align with organizational goals while maintaining strict compliance with federal, state, and local employment laws. The HR Manager also provides leadership and direct supervision to junior HR team members, including HR Representatives and Senior Representatives, ensuring operational excellence and consistent application of HR policies and practices.

Key Responsibilities

HR Compliance & Risk Management

• Ensure compliance with all federal, state, and local employment laws, including wage and hour regulations, reporting time pay, leave laws (FMLA/CFRA), and state-specific requirements.

• Monitor and implement updates related to labor law postings, policy changes, and regulatory requirements.

• Lead internal HR audits (payroll, I-9, personnel files, benefits, leave administration) to mitigate legal and financial risk.

• Develop, update, and enforce HR policies and procedures in alignment with current legislation.

• Partner with legal counsel as needed on complex compliance and employee relations matters.

Payroll & State Tax Oversight

• Oversee in-house payroll processing to ensure accuracy, compliance, and timely execution.

• Review and approve payroll registers, timecards, wage calculations, bonuses, commissions, and final pay.

• Ensure compliance with multi-state payroll tax regulations, including state income tax, unemployment insurance, disability insurance, and local tax requirements.

• Coordinate with payroll providers to resolve discrepancies and ensure proper tax filings and reporting.

• Ensure compliance with wage garnishments, levies, and withholding orders.

Benefits & 401(k) Administration

• Oversee administration of health benefits, including medical, dental, vision, life, and disability.

• Manage 401(k) plan administration, including enrollments, eligibility, contributions, compliance testing, and annual audits.

• Act as primary or supporting liaison with brokers, insurance carriers, and retirement plan providers.

• Lead annual open enrollment process and employee benefits education initiatives.

• Ensure compliance with ERISA, COBRA, ACA reporting, and other applicable benefits regulations.

Employee Relations & Investigations

• Lead and manage employee relations cases, including investigations related to performance issues, policy violations, harassment, discrimination, and workplace conflicts.

• Conduct thorough, unbiased investigations and document findings appropriately.

• Provide guidance and recommendations to leadership on corrective actions and risk mitigation.

• Ensure consistent and fair application of company policies and disciplinary procedures.

Leave & Time Off Administration

• Oversee administration of all leave programs (FMLA, CFRA, ADA accommodations, state/local leave laws).

• Ensure proper documentation, tracking, and compliance with all applicable regulations.

• Provide guidance to managers and employees on leave eligibility and processes.

HR Operations & HRIS Management

• Maintain accuracy and integrity of HRIS data, payroll systems, and personnel records.

• Oversee system upgrades, implementations, and process improvements.

• Develop and analyze HR metrics (turnover, absenteeism, labor costs, benefit utilization, time-to-fill).

• Prepare reports for leadership to support workforce planning and financial forecasting.

Leadership & Strategic Partnership

• Serve as a strategic business partner to leadership, aligning HR initiatives with organizational goals.

• Develop and implement leadership development programs that equip managers with the skills, tools, and confidence to lead high-performing teams.

• Coach and mentor managers on employee engagement, conflict resolution, performance management, accountability, and effective communication.

• Develop and monitor performance management frameworks that reinforce company values, expectations, and measurable outcomes.

• Drive a culture of accountability, transparency, and continuous improvement across all levels of the organization.

• Use HR metrics and workforce analytics to provide data-driven insights that influence strategic decision-making.

Culture & Engagement

• Partner with leadership to proactively identify cultural gaps and implement initiatives that strengthen employee engagement, morale, and retention.

• Design and implement recognition and retention programs that reinforce organizational values and performance excellence.

• Monitor turnover trends and implement targeted strategies to improve retention and employee satisfaction.

• Serve as a steward of organizational culture, ensuring that policies, practices, and leadership behaviors align with company values.

Team Management

• Provide direct leadership and coaching to HR team members, fostering a high-performing, collaborative team culture.

• Set clear performance expectations, establish measurable goals, and give ongoing feedback to ensure accountability and professional growth.

• Delegate responsibilities strategically to balance workload, build capability, and develop team expertise across compliance, payroll, benefits, employee relations, and HR operations.

• Create development plans that strengthen HR knowledge, leadership capability, and business acumen within the HR team.

• Facilitate regular team meetings to align priorities and deliverables.

Non-Essential Duties:

• Prepare routine HR correspondence and employee communications.

• Recommend process improvements to enhance efficiency and cost-effectiveness.

• Assist with special projects and ad hoc assignments from senior leadership.

• Maintain high ethical standards, confidentiality, and compliance with company policies.

• Support HR team events, meetings, and projects as needed.

Education/Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred; equivalent experience may be considered

• Minimum five (5) years of progressive HR experience, including at least three (2) years in a supervisory or managerial role

• Prior experience in employee relations, compliance, benefits administration, and payroll processing

• Strong knowledge of federal, state, and local employment laws and compliance requirements

• Proven experience managing employee relations, performance management, and compliance initiatives across multiple locations or business units

• Demonstrated ability to lead and mentor HR staff, influence leadership teams, and partner with cross-functional departments

• Experience with ADP Workforce Now and Workforce Management systems strongly preferred

Language Ability:

Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. English and foreign language such as Spanish and Japanese might be necessary but not required.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Local traveling by car is required.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this Job, the employee is regularly required to sit and talk or hear. The employee is occasionally required to stand; walk; reach with hands and arms and stoop, kneel, crouch, or crawl. Specific vision abilities required by this job include ability to adjust focus.

Essential Weight Lifting/Force Exertion Requirements:

Less than 1/3 of time: Up to 100 pounds

1/3 to 2/3 of time: Up to 50 pounds

More than 2/3 of time: Up to 10 pounds

The above job description identifies the essential job functions and skills needed by the person or persons assigned to this position. These job functions and skills are not intended to be a complete and exhaustive list of all responsibilities, duties and skills required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions. The information contained herein is subject to change at the company’s discretion.