Human Resource Manager

Nadel International•Culver City, CA

5d•Onsite

About The Position

Nadel is seeking a strategic and hands-on Human Resources Manager to lead and execute core HR functions with a strong focus on talent acquisition, benefits, compensation, payroll support, and HR systems. This role will serve as a key partner to VP of Organizational Development, requiring exceptional relationship management skills and the ability to influence, guide, and support leaders through change. The HR Manager will play a critical role in driving organizational effectiveness by building strong cross-functional partnerships, leading change initiatives, and ensuring HR programs align with business objectives. This individual must be adept at navigating complex situations, balancing employee advocacy with business needs, and leading through change with clarity and confidence.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field
Minimum of 7 years of progressive HR experience
At least 3 years of experience in a supervisory, leadership, or HRBP capacity
Strong experience in relationship management with the ability to influence and build trust at all levels
Demonstrated experience supporting or leading change management initiatives
Solid understanding of compensation, benefits, payroll, and HRIS processes
Strong business acumen and ability to translate business needs into HR solutions
Experience handling complex employee relations matters
Excellent communication, coaching, and problem-solving skills
Strong analytical and organizational skills
Experience in a fast-paced, client-service or agency environment
Experience supporting multi-state or global organizations

Nice To Haves

HR certification (PHR or SHRM-CP) a plus, but not required

Responsibilities

Lead full-cycle recruiting efforts across all levels, ensuring timely hiring of high-quality talent
Partner closely with hiring managers and leadership to develop workforce plans and hiring strategies aligned with evolving business needs
Build strong relationships with stakeholders to influence hiring decisions and improve talent outcomes
Enhance employer branding and candidate experience
Track and analyze recruiting metrics to drive continuous improvement
Support and oversee aspects of employee lifecycle processes including recruiting, onboarding, offboarding, promotions, and status changes
Ensure HR systems and employee records are accurate and up to date
Assist with payroll processes and audits
Develop and improve HR processes to increase efficiency and scalability
Ensure compliance with federal, state, and local employment laws and regulations
Monitor and interpret regulatory changes and recommend updates to policies and practices
Lead HR audits, reporting, and documentation to ensure accuracy and compliance
Partner with VP of HR to mitigate risk and address compliance-related concerns
Maintain and update employee handbooks, policies, and procedures
Serve as a trusted advisor on employee relations, performance management, and organizational challenges
Handle complex and sensitive employee matters with professionalism and sound judgment
Oversee and administer employee benefits programs, including medical, dental, vision, 401(k), and leave programs
Manage open enrollment processes, including strategy, communication, and execution
Serve as the primary point of contact for complex benefits issues and escalations
Partner with brokers and vendors to evaluate and enhance benefits offerings
Ensure compliance with benefits-related regulations (e.g., ACA, COBRA, FMLA, etc.)
Partner with VP of HR in compensation review, ensuring alignment with business strategy and internal equity
Support regular payroll and HR data audits to ensure integrity and compliance with wage and hour laws
Lead compensation and workforce reporting through HRIS, providing insights to support decision-making
Oversee HRIS functionality, data integrity, reporting, and system enhancements
Lead and execute complex HR projects, including compliance initiatives, system implementations, and process improvements
Identify gaps in current practices and implement solutions aligned with business needs
Support organizational change efforts with a focus on communication, compliance, and adoption