Human Resources Manager

Job Description: Senior Human Resources Business Partner / HR Manager

Compensation:

Up to

$239,000\+ total compensation

(top-tier market benchmark, dependent on experience, location, and business impact)

Position Summary

We are seeking a highly strategic and operationally strong

Senior Human Resources Business Partner (HRBP) / HR Manager

to support business leaders through workforce growth, organizational change, employee relations, compliance, talent strategy, and people operations. This role is designed for an experienced HR professional who has demonstrated measurable impact across complex organizations and can serve as a trusted advisor to senior leadership.

The ideal candidate brings deep expertise in employee relations, compliance, workforce planning, HR systems, compensation, benefits, and organizational effectiveness, with a proven track record supporting substantial employee populations, business units, or multi-location operations.

Key ResponsibilitiesStrategic HR Partnership

• Serve as a trusted advisor to executive and business leaders on people strategy, organizational design, workforce planning, talent management, and employee engagement.
• Partner with leadership teams to align human capital strategies with business objectives.
• Support organizational growth, restructuring, mergers, acquisitions, and change management initiatives.

Employee Relations \& Compliance

• Lead complex employee relations investigations and resolution processes.
• Provide guidance on performance management, disciplinary actions, workplace conflict, and policy interpretation.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Partner with legal counsel and leadership on high-risk employment matters.

Workforce Planning \& Talent Strategy

• Analyze workforce trends and develop staffing strategies to meet business needs.
• Partner with Talent Acquisition to improve hiring effectiveness, workforce forecasting, and succession planning.
• Support retention initiatives and monitor turnover trends.

Compensation \& Benefits

• Partner with compensation teams on salary structures, market benchmarking, pay equity, and incentive programs.
• Support annual compensation planning cycles and benefits strategy implementation.
• Advise leaders on compensation-related decisions and workforce cost management.

HR Operations \& HRIS

• Leverage HR systems and analytics to drive data-based decision making.
• Support implementation, optimization, and governance of HR technology platforms.
• Develop reporting dashboards and workforce metrics for leadership teams.

Change Management \& Organizational Effectiveness

• Lead people-related aspects of organizational transformation initiatives.
• Develop communication, training, and adoption strategies for business changes.
• Coach leaders through organizational transitions and workforce changes.

Required QualificationsExperience

• Minimum

5\+ years of progressive Human Resources experience

.

• Minimum

7\+ years preferred

for candidates targeting HRBP, Manager, Senior Manager, or Director-level responsibilities.

• Demonstrated experience in multiple HR disciplines, including:
• Employee Relations
• Employment Law \& Compliance
• HRIS Administration or Implementation
• Compensation
• Benefits
• Workforce Planning
• Organizational Development
• Multi-State HR Operations
• Labor Relations and/or Union Environments
• Change Management

Business Partnership Experience

Must have supported one or more of the following:

• Specific business units or functional organizations
• Senior leadership teams
• Multi-location operations
• High-volume hiring environments
• Employee populations with measurable scope and complexity

Examples:

• Supported 500–5,000\+ employees
• Supported multiple sites or regions
• Partnered directly with VP-level or executive leadership

Preferred Industry Backgrounds

Strong preference for candidates from one or more of the following environments:

• Healthcare
• Manufacturing
• Logistics \& Supply Chain
• Retail (multi-site operations)
• SaaS / Technology
• Professional Services
• Unionized or labor-intensive organizations

HR Technology Experience

Hands-on experience with one or more of the following HR platforms:

• Workday
• ADP
• UKG
• Paylocity
• Paycom
• BambooHR
• Greenhouse
• Lever
• Comparable enterprise HRIS, ATS, or people technology platforms

Required Achievements

Candidates should be able to demonstrate measurable business impact through metrics such as:

• Improved employee retention and reduced turnover
• Reduced time-to-fill and improved hiring efficiency
• Managed significant employee relations case volume
• Led successful HRIS implementations or migrations
• Improved compliance outcomes and audit readiness
• Increased employee engagement scores
• Reduced absenteeism or workforce-related costs
• Supported workforce scaling initiatives
• Improved leadership effectiveness through coaching and development

Examples:

• Reduced turnover by 15%
• Improved engagement scores by 12 points
• Reduced time-to-fill by 25%
• Led HRIS implementation for 2,000\+ employees
• Managed 100\+ annual employee relations investigations

Leadership Competencies

• Executive presence and influencing skills
• Strong business acumen
• Analytical and data-driven decision making
• Exceptional conflict resolution skills
• Organizational design and change leadership
• Strategic workforce planning
• Stakeholder management across all organizational levels
• High degree of discretion and professionalism

What Success Looks Like

Within the first 12 months, the successful candidate will:

• Establish credibility with leadership teams as a strategic business partner.
• Improve key workforce metrics through data-driven HR initiatives.
• Strengthen compliance, employee relations, and people processes.
• Drive measurable improvements in engagement, retention, and organizational effectiveness.
• Deliver scalable HR solutions that support business growth and operational excellence.

Not a Fit

This role is

not intended for entry-level HR professionals

whose experience is primarily limited to:

• Onboarding administration
• Interview scheduling
• Payroll processing support
• HR clerical duties
• Basic HR coordination without strategic ownership
• Administrative-only people operations responsibilities

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