Human Resources Manager

Busch Group•Yreka, CA

69d•$110,000 - $125,000•Onsite

About The Position

The Site HR Manager is a hands-on, front-line role providing full employee lifecycle HR support at the Yreka, California site, from onboarding through offboarding. The manager is the primary contact for employees on day-to-day HR matters, including new hire orientation, benefits, leave, employee relations, and performance management. The role interprets and applies company policy, keeps current with state and federal employment law, and works as part of an integrated HR team with Talent Management, Learning and Development, and HR Operations to support a consistent employee experience. The position is site-based and requires a visible onsite presence as well as work in an office setting. The role has no supervisory responsibilities. The targeted base salary is $110,000–$125,000 annually, depending on qualifications, skills, and relevant experience. Employment requires current authorization to work in the United States; visa sponsorship is not available.

Requirements

Typically requires a B.S./B.A. degree or at least five years of related HR experience.
Working knowledge of employee benefits, leave administration, employee relations, and performance management.
Solid understanding of state and federal employment law.
Experience with HRIS platforms such as ADP and SuccessFactors.
Strong organizational, problem-solving, interpersonal, and communication skills.
Sound judgment, discretion, and tact in employee interactions; ability to build trust with front-line employees and managers and balance compliance with employee advocacy.
Ability to work under tight and frequently changing deadlines in a dynamic environment.
Ability to communicate professionally in English verbally and in writing.
Ability to multitask in a fast-paced environment, interpret and apply policy consistently, solve practical and complex problems, and exercise sound judgment where procedures are not highly standardized.
Valid driver's license and satisfactory driving record at hire and periodically thereafter.
Ability to meet the role's physical demands, including walking, standing, sitting, bending, reaching, mobility, and occasional lifting.
Demonstrated ability with Microsoft products, HRIS systems, and common office equipment.

Responsibilities

Design and deliver a welcoming, organized new hire orientation and onboarding experience.
Own onboarding beginning on the new hire's first day, coordinating with Talent Management and confirming required paperwork, compliance documentation, and site-specific requirements are complete.
Serve as a dedicated contact for new hires throughout onboarding and connect them with relevant people, resources, and information.
Guide new hires through ADP setup and initial benefit elections, including enrollment deadlines and requirements.
Conduct 30-, 60-, and 90-day new hire check-ins and address questions or concerns.
Coordinate travel for onboarding and initial training for select positions.
Answer employee benefits questions and escalate complex matters to HR Operations.
Advise employees and managers on leave processes, including FMLA, state leave programs, and company policies.
Guide employees through life events as they relate to benefits and leave.
Address workplace concerns and conflicts, conducting timely and thorough investigations as needed.
Coach managers on performance management, including goal setting, performance improvement plans, coaching, and disciplinary action.
Partner with Learning and Development on employee development efforts supporting performance management; the Performance Growth Track process is owned and facilitated by Learning and Development.
Apply company policy consistently and maintain current knowledge of employment law, flagging changes that may affect site practices.
Partner with site leadership on succession planning and support talent review and calibration discussions with Talent Management and Learning and Development.
Provide visible, approachable, day-to-day onsite HR support to assigned employee groups.
Conduct exit interviews and share themes and trends with site leadership and the Executive HR Director.
Manage employee offboarding end-to-end in a respectful, compliant, and coordinated manner.
Enter employee lifecycle transactions in ADP accurately and on time.
Maintain SuccessFactors position updates and partner with HR Operations to resolve data discrepancies and maintain accurate downstream systems.
Partner with Purchasing to process and reconcile site HR-related invoices.
Collaborate with Talent Management on onboarding handoffs and employee lifecycle experience.
Partner with Learning and Development to identify site training needs and support learning program rollouts.
Work with HR Operations on data integrity, process consistency, and employee transaction resolution.
Represent the site's perspective in broader HR initiatives and perform other duties as assigned.