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Human Resources

• The Human Resources Manager oversees people practices, promotes an organizational culture focused on trust and performance, and uses technology, including AI, to improve HR operations.
• This role leads the daily functions of the Human Resources Department, including talent acquisition, the full employee lifecycle, employee engagement, organizational culture, internal communication, and performance management.
• The Human Resources Manager is a strategic partner to leadership and the first point of contact for all HR-related matters.
• Culture Leadership: Proactively champion and cultivate a culture of trust, equity and transparency to help drive organizational performance.
• HR Policy and Compliance: Develop, promote, and communicate HR policies and programs, balancing compliance requirements and a people-first approach
• Employee Inquiries: Act as the primary point of contact for HR-related inquiries, providing timely and accurate responses to employee questions and concerns.
• Talent Acquisition : Manage and continuously improve the full cycle recruiting process, utilizing AI and digital sourcing tools to identify, attract, and hire top talent. Maintain and optimize Applicant Tracking System (ATS). Facilitate and monitor for success all new hire background and eligibility verifications
• Onboarding & Assessments : Direct onboarding programs and new hire assessments (30/60/90 days plans), using feedback and insights to facilitate rapid engagement and drive performance. Work with department management to prepare orientation and training schedule(s).
• Employee Relations: Provide guidance to managers and employees on performance concerns, employee complaints, and workplace issues. Collaborate with outside Legal Counsel as needed for investigations and resolution.
• Performance & Talent Development: Lead biannual performance management initiatives to support both organizational and individual growth. Collaborate with managers/leaders on ongoing performance plan design and execution, and Performance Improvement Plan development (PIPs), and related follow-through.
• Training & Development: Identify, develop, and support employee training programs, leveraging online learning and AI platforms where appropriate.
• Benefits & Compensation: Oversee benefits administration (enrollment, education, support, audits) and partner with Finance for payroll, compensation planning, and incentive structures. Collaborate with relevant third parties to ensure compliance and effectiveness. Administer leave programs assisting the employee(s) in identifying leave type, policy, and procedure.
• Communication: Deliver timely, transparent, and compelling HR communications through multiple channels, maximizing reach in remote settings.
• HR Data and Analytics: Maintain HR Systems and analyze HR and business metrics to deliver concise, data-driven reports for Executive and Leadership teams, supporting strategic workforce planning, recognition initiatives, total rewards, and compliance. Provide clear insights and actionable recommendations that inform leadership decisions and drive organizational performance.
• Ensure all reporting aligns with company goals, ethical standards, and regulatory requirements.