Human Resources Manager

Summary

The HR Business Partner (HRBP) serves as a strategic and hands\-on partner to internal clients and a distributed, remote workforce within a fast\-paced, sales\-driven environment. This role provides practical, consistent, and proactive HR support, guidance, and counsel across the employee lifecycle. The HRBP identifies workforce needs and recommends data\-driven solutions derived from direct observation, employee feedback, survey results, and management input. This position plays a critical role in coaching leaders and employees on performance, development, and career pathing, while overseeing key divisional HR programs including onboarding, performance management, employee relations, investigations, and offboarding. **Position Overview** **Strategic HR Partnership \& Employee Relations** * Serve as a trusted link between management and employees by addressing questions, resolving work\-related issues, and advising on organizational policies including EEO and harassment prevention. * Coach leaders on effective communication, feedback, recognition, and employee engagement. * Perform complex staffing responsibilities including workforce planning, employee relations matters, disciplinary actions, and terminations. * Initiate conflict resolution efforts and conduct thorough, objective workplace investigations in partnership with Legal Counsel and the VP of HR. * Provide guidance on sensitive and complex HR matters including reasonable accommodations, allegations of misconduct, and involuntary separations. * Provide multi\-state HR guidance related to wage and hour laws, including FLSA exemptions, overtime regulations, and final pay requirements, in partnership with Legal Counsel. * Champion HR compliance initiatives in collaboration with internal compliance committees and corporate resources. * Ensure proper maintenance, confidentiality, and communication of employee records in compliance with legal requirements and Sarbanes\-Oxley (SOX) controls. * Partner with Corporate Recruiting, Legal, Contracts, and Background teams to ensure consistent and compliant hiring practices. * Manage new hire processes including offer letters, onboarding, orientation, and completion of employment documentation. * Administer and maintain I\-9 and E\-Verify processes in compliance with USCIS regulations. * Oversee annual performance reviews and quarterly objective\-setting programs to ensure consistency, equity, and compliance. * Compose and update job descriptions and evaluate roles for compensation and FLSA compliance. * Manage employee separations including documentation, exit interviews, unemployment claims, and post\-employment processes. * Leverage proprietary applicant tracking systems (e.g., Cyrus) to support unemployment claims research, work search verifications, and HR analytics. * Maintain accurate employee records, personnel change actions (PCAs), and HR data integrity through audits and reporting. * Compile and analyze HR metrics related to hiring, turnover, engagement, and performance. * Evaluate HR processes and recommend continuous improvements to enhance efficiency, accuracy, and compliance. * Manage employee surveys, engagement initiatives, and feedback mechanisms. * Manage vendor relationships that support HR programs and services. * Plan, direct, supervise, and coordinate work activities of HR team members and direct reports. * Provide backup support to team members as needed, fostering a culture of teamwork and professionalism. * Collaborate cross\-functionally and assist other departments and special projects as required. **Experience/Skills** * Minimum of eight (8\) years of progressive HR experience required * At least two (2\) years of supervisory or people management experience required * Demonstrated expertise in multi\-state employment laws, including wage and hour regulations * Experience supporting a for\-profit, revenue\-generating organization preferred * Prior experience in a fast\-paced sales environment strongly preferred * Experience within a publicly traded company and familiarity with SOX compliance preferred * Proven ability to navigate organizational change and evolving workplace cultures * Strong accountability, judgment, and ethical decision\-making * Excellent verbal and written communication skills * Proven ability to coach, influence, and build trusted relationships * High level of confidentiality and discretion * Strong conflict resolution and investigative skills * Business acumen with the ability to align HR practices to organizational goals * Adaptability and comfort operating autonomously in a remote environment * Cultural competence, empathy, and commitment to diversity and inclusion * Advanced problem\-solving, critical thinking, and research capabilities * Experience with HRIS and personnel database systems required (PeopleSoft and Workday preferred) * Proficiency with Microsoft Office 365 and web browsers * Advanced Excel skills including VLOOKUPs and Pivot Tables * Ability to maintain regular attendance and work hours necessary to meet business needs **Education** * Bachelor’s degree required (or equivalent work experience) * Professional HR certification (e.g., SHRM\-CP/SCP, PHR/SPHR) preferred