HR Manager

Bradley Company•Indianapolis, IN

6d•Hybrid

About The Position

The HR Manager serves as a hands-on, player/coach leader responsible for delivering effective, compliant, and people-centered HR support across the organization. This role balances strategic partnership with day-to-day execution—working alongside leaders and the HR delivery team to both lead and actively contribute to core HR functions, including employee relations, compliance, benefits management and administration, and risk management. As a trusted advisor and working leader, the HR Manager partners closely with the COO to translate people strategy into practical, scalable processes while strengthening manager capability and accountability across the business. This position models a solutions-oriented, service-driven approach by coaching leaders, addressing complex HR matters directly, and stepping in to support operational needs when required. The ideal candidate brings sound judgment, strong business acumen, and the ability to seamlessly shift between strategy and execution while fostering a culture of accountability, consistency, and continuous improvement.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field required
7+ years of progressive HR experience, with significant focus on employee relations, benefits management, compliance, and manager advisory support
Prior experience leading or mentoring HR professionals strongly preferred
Demonstrated experience supporting leaders in a multi-state or multi-location environment
Strong working knowledge of employment laws, HR compliance requirements, and employee relations best practices
Excellent judgment and discretion when handling complex, sensitive matters
Proven ability to build trust and influence leaders while maintaining consistent HR standards
Strong leadership, coaching, and team development skills
Exceptional communication skills with the ability to explain complex HR topics in a practical, approachable manner
Highly organized with the ability to manage competing priorities and maintain attention to detail
Comfortable operating in both strategic and hands-on capacities in a fast-paced environment

Nice To Haves

Advanced HR certification (SHRM-SCP, SPHR, or similar) preferred

Responsibilities

HR Leadership & Team Oversight
Lead, mentor, and develop the HR and Payroll team, ensuring clear accountability, strong collaboration, and high service standards
Establish and maintain effective HR workflows, escalation paths, and service delivery expectations across HR functions
Review and provide guidance on complex HR work, including employee relations cases, payroll exceptions, benefits issues, and compliance matters
Support team development through coaching, feedback, and performance management, fostering a culture of ownership and continuous improvement
Partner with the COO on capacity planning, role clarity, and the ongoing evolution of the HR function
Provide backup support for full-cycle payroll processes as needed, partnering with HR leadership, Payroll, and HRIS to ensure accuracy and continuity
Support HR projects related to benefits, compliance, HR operations, and process improvement
Employee Relations, Compliance & Risk Management
Own and lead the employee relations function across the organization, including investigations, conflict resolution, corrective action, and termination review
Serve as the primary decision-maker and escalation point for complex, sensitive, or high-risk employee relations matters, partnering with legal counsel as needed
Provide final internal review and approval for disciplinary actions and terminations prior to execution, in partnership with HR leadership and legal counsel as appropriate
Ensure consistent and fair application of company policies, disciplinary standards, and documentation practices across all lines of business and markets
Monitor compliance with federal, state, and local employment laws and proactively address risk areas through policy updates, manager guidance, and process improvements
Lead internal HR audits, personnel file reviews, and compliance assessments to ensure regulatory alignment
Interpret, enforce, and operationalize HR policies across the organization
Benefits, Leave Administration & HR Programs
Coordinate annual benefits open enrollment, including employee communications, system setup, vendor coordination, and enrollment audits
Process qualifying life events, enrollments, terminations, and benefits changes in a timely and accurate manner
Reconcile benefit invoices with payroll and vendor reports; research and resolve discrepancies
Partner with Payroll to ensure benefit deductions are accurate and properly maintained
Coordinate with leave administrators, insurance carriers, and internal stakeholders on leave administration
Support ACA reporting, ERISA documentation, and required benefit notices in coordination with HR leadership
Maintain benefit-related documentation in compliance with federal and state regulations
Assist with updating benefits materials, policies, and internal HR documentation
Recommend process improvements and efficiencies within benefits and HR administration
Manager Partnership, Employee Experience & Strategic Support
Act as a trusted HR partner to leaders, providing guidance on employee performance concerns, conduct issues, documentation standards, and decision-making
Coach managers on navigating difficult conversations, managing employee risk, and reinforcing accountability while maintaining a positive employee experience
Champion a positive, inclusive, and engaging workplace culture aligned with company values
Serve as an approachable and trusted HR resource for employees, addressing questions, concerns, and feedback
Lead and support employee engagement initiatives, including surveys, listening sessions, feedback forums, and culture-building activities
Analyze employee relations, engagement, turnover, and performance risk data to identify trends and recommend proactive interventions
Support onboarding and early-tenure experience initiatives to promote connection, clarity, and retention during the first 90 days of employment
Support organizational change initiatives (restructures, leadership transitions, office changes, policy shifts) with a focus on people impact and risk mitigation
Translate business decisions into actionable HR guidance, communication strategies, and implementation plans
Partner with HR leadership and business leaders to address emerging workforce challenges and organizational needs
Contribute to continuous improvement of HR processes, tools, and practices to enhance efficiency, consistency, and employee experience
Performs other duties and responsibilities as assigned to support business needs and contribute to team success.