HR - Human Resources Manager I

Thatcher Company•Salt Lake City, UT

22h

About The Position

The Human Resources Manager I leads companywide HR operations, total rewards, HRIS, and HR program coordination at Thatcher Chemical. This hands-on role owns compensation and benefits administration, HRIS governance, and core HR processes, while coordinating recruiting processes and employee development priorities. The manager works with HR leadership, two business-facing HR Business Partners, an HR reporting and analyst coordinator, and partners in Finance, Compliance, IT, and external providers to support consistent HR execution across business units and a scalable employee experience. The position manages compensation and benefits processes, including benchmarking, salary structures, review processes, benefit renewals and enrollment, vendor performance, and employee communications. It owns the HRIS roadmap and related requirements, standards, access controls, process documentation, reporting, and improvements. The role also oversees companywide recruiting processes and tools, supports the learning and development roadmap, manages assigned vendors and budgets within delegated authority, and coordinates with Finance, Accounting, Compliance, and HRBPs. HRBPs retain responsibility for business-facing employee relations, leader support, and local implementation. Thatcher Chemical is a privately held chemical manufacturing and distribution company with 14 facilities across multiple states and approximately 500 employees. The job location is to be confirmed, and travel requirements are to be determined.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field, or an equivalent combination of education and relevant experience.
6–8+ years of progressive HR experience, including responsibility for HR operations, HR systems, and compensation or benefits administration.
Demonstrated experience leading cross-functional programs, implementing process improvements, and managing external vendors or consulting partners.
Working knowledge of compensation practices, benefits administration, and HRIS administration or implementation.
Ability to analyze workforce and cost data, develop practical recommendations, and translate approved strategies into repeatable processes.
Strong project management, communication, and relationship skills, including the ability to explain complex programs clearly to hourly employees and senior leaders.
Sound judgment, discretion with sensitive employee information, and ability to coordinate with legal counsel and specialist advisors as needed.

Nice To Haves

Experience in manufacturing, industrial, or another operational environment with hourly and salaried employees across multiple locations.
Experience with the Dayforce HRIS system, including administration, workflows, reporting, or system enhancements.
Experience supporting compensation or benefits program updates and communicating changes to employees.
Experience building HR processes in a growing organization with a small HR team.
Relevant certification, such as SHRM-SCP, SPHR, Certified Compensation Professional, or Certified Employee Benefit Specialist.

Responsibilities

Manage ongoing compensation and benefits processes to support employee attraction, retention, consistent administration, and business affordability.
Coordinate administration of retirement and incentive programs with Finance, providers, and external advisors, and support approved program updates under HR leadership direction.
Coordinate compensation benchmarking, salary structures, pay guidelines, and compensation review processes; provide recommendations for consistent decisions.
Oversee benefits administration, renewal planning, enrollment processes, vendor performance, and resolution of escalated employee issues.
Develop employee communications and tools that explain rewards programs and program changes.
Own the HRIS roadmap and business requirements, including workflow design, system enhancements, testing, integrations, and vendor coordination.
Establish HR data standards, access controls, and process ownership with IT, Finance, and relevant system owners.
Standardize and document core HR processes, including employee changes, compensation updates, benefits transactions, and employee service requests.
Partner with the HR coordinator on reporting, data quality, dashboards, and analysis supporting workforce and program decisions.
Define service expectations, monitor recurring issues, and improve processes to reduce manual work and strengthen employee and manager support.
Own companywide recruiting processes, tools, vendor relationships, and metrics in partnership with HRBPs and hiring leaders.
Establish consistent practices for requisition approval, candidate communication, interview coordination, offers, and handoff to onboarding.
Use hiring demand and recruiting results to recommend sourcing approaches, external support, and process improvements; provide direct recruiting support for agreed priorities.
Support development planning informed by business needs, employee feedback, and HRBP input.
Prioritize manager capability, performance management, and career development, using internal expertise and external providers for delivery.
Partner with Compliance to align development activities with onboarding and required training, and measure participation and effectiveness.
Manage assigned vendors, contracts, and budgets within delegated authority; escalate decisions and resource constraints to HR leadership.
Partner with Finance on program costs and payroll interfaces, with Accounting and Finance on payroll functions, and with Compliance on onboarding and compliance training.
Support HRBPs with consistent programs and tools while they retain business-facing employee relations, leader support, and local implementation responsibilities.