Human Resource Manager

Jendco Safety Supply Inc.•Columbus, OH

17d

About The Position

Jendco Safety Supply is seeking an experienced, hands-on Human Resources Manager to lead and manage the company’s human resources function during a period of 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 Human Resource Manager owns a broad range of HR responsibilities, including employee relations, recruiting, onboarding, compensation, benefits, payroll and timekeeping, compliance, performance management, HR systems, training, and employee engagement. The role will also build scalable HR processes and infrastructure as the company grows. The position is suited to a proactive, confident builder/doer who can execute HR work while developing systems and processes for future growth, and who balances independent ownership with communication, collaboration, sound judgment, and alignment with leadership.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field preferred; equivalent relevant experience considered.
5–8+ years of progressive HR experience, including meaningful HR generalist or HR management responsibility.
Ability to independently manage multiple HR disciplines in a hands-on environment.
Strong working knowledge of employment law and HR compliance.
Experience with employee relations and workplace investigations.
Experience with payroll, benefits administration, recruiting, compensation, and performance management.

Nice To Haves

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, and onboarding.
Coordinate equipment and system access with appropriate internal partners.
Support 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; administer annual merit and compensation processes.
Administer bonus/incentive programs and pay-equity reviews.
Make compensation recommendations to leadership.
Administer employee benefit programs and respond to employee 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.