Human Resource Manager

Jendco Safety Supply•Columbus, OH

15d

About The Position

Jendco Safety Supply is seeking an experienced, hands-on Human Resources Manager to lead and manage the company’s HR function during continued growth. Reporting to the Chief Financial Officer, the role serves as the primary HR leader and day-to-day resource for employees, managers, and leadership. The manager owns employee relations, recruiting, onboarding, compensation, benefits, payroll and timekeeping, compliance, performance management, HR systems, training, and employee engagement, while developing scalable HR processes and infrastructure. The position is suited to a proactive builder/doer who can personally execute HR work while creating the systems, processes, and team structure needed for future growth. The successful candidate will take ownership while remaining collaborative, communicative, receptive to leadership direction, and aligned with leadership.

Requirements

5–8+ years of progressive HR experience, including meaningful HR generalist or HR management responsibility.
Demonstrated ability to independently manage multiple HR disciplines in a hands-on environment.
Strong working knowledge of employment law and HR compliance.
Demonstrated employee-relations and workplace-investigation experience.
Experience with payroll, benefits administration, recruiting, compensation, and performance management.
Ability to balance independent ownership with strong communication, collaboration, sound judgment, and alignment with leadership.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent relevant experience is considered.
Experience building or improving HR processes in a growing organization.
HRIS/payroll systems experience; iSolved experience is helpful but not required.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Responsibilities

Develop and execute annual HR priorities aligned with business needs.
Develop, maintain, and implement HR policies, procedures, and standard operating practices; maintain HR metrics, dashboards, and reporting.
Partner with the CFO and executive leadership on workforce planning, HR budgeting, organizational growth, change initiatives, and people-related decisions.
Provide practical HR guidance and coaching to managers and leadership.
Serve as the primary HR resource for employee questions, concerns, and workplace issues; conduct workplace investigations and recommend appropriate action.
Coach managers on employee relations, corrective action, performance improvement plans, and termination processes.
Manage exit interviews and identify trends or opportunities for improvement; lead employee engagement and morale initiatives.
Manage the full recruiting lifecycle, including job descriptions, compensation recommendations, posting, sourcing, screening, interviews, offers, background checks, and agency relationships.
Manage new-hire paperwork, Form I-9/E-Verify, orientation, benefits enrollment, onboarding, equipment and system access coordination, and structured 30/60/90-day check-ins.
Manage employee termination and offboarding processes.
Conduct salary benchmarking and maintain salary ranges; support job leveling and classification and administer annual merit and compensation processes.
Administer bonus/incentive programs and pay-equity reviews, and make compensation recommendations to leadership.
Administer employee benefit programs, respond to benefit questions, manage broker and vendor relationships, and lead annual open enrollment.
Evaluate benefit plan design and costs; oversee 401(k), HSA/FSA, and COBRA administration.
Process and review payroll; administer timekeeping and PTO; resolve payroll discrepancies and corrections and manage the payroll vendor relationship.
Support year-end payroll and W-2 activities; own the HRIS and maintain accurate employee data, records, reporting, and document retention.
Manage HR vendors and develop scalable HR processes and SOPs.
Maintain the employee handbook and HR policies; monitor federal, state, and applicable local employment-law requirements.
Administer FMLA and ADA/accommodation processes; manage workers’ compensation and unemployment claims; support OSHA and workplace safety compliance.
Maintain compliant personnel files and records; manage EEO reporting, I-9 compliance/audits, and multi-state employment compliance as the company grows.
Design and administer the performance review process and train managers on performance management.
Support goal setting, succession planning, talent reviews, and high-potential employee identification.
Coordinate new-manager, leadership, compliance, and employee-development training.
Lead employee engagement surveys, recognition programs, and culture initiatives; support company values and behavior expectations, organizational design, change management, and leadership/team effectiveness.