Human Resources Manager

Capital I•Springfield, MO

20h•$120,000 - $140,000•Remote

About The Position

The Human Resources Manager is a senior-level leader responsible for directing and overseeing all HR functions across the organization. Reporting directly to the Director of Operations, this role provides strategic HR leadership while ensuring strong execution of daily HR operations through the HR Generalist, Senior Recruiter, and HR support staff. The HR Manager will drive employee relations, compliance, performance management, talent acquisition strategy, and HR process improvement for a remote, distributed workforce. This role requires strong business acumen, impeccable judgment, and the ability to operate effectively in a fast-paced environment. The ideal candidate has 15–20+ years of progressive experience in Human Resources , with demonstrated success managing and developing HR teams and leading HR functions within government contracting.

Requirements

15–20+ years of progressive HR experience, including senior-level leadership , required .
Bachelor’s degree in Human Resources , Business Administration, or related field; equivalent experience considered.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification , required .
Deep knowledge of employment law, HR compliance, and best practices , required .
Experience supporting remote or geographically dispersed teams , required .
Experience in federal contracting and government services, required .
Demonstrated success managing HR operations and leading complex employee relations matters, required .
Strong interpersonal, communication, and conflict-resolution skills.
Ability to handle confidential information with discretion and professionalism.
Experience supporting organizational growth and change management initiatives.
Must provide documentation of eligibility to legally work in the United States without an employer sponsored visa.
Must be able to pass a background screening.

Nice To Haves

Master’s degree preferred.

Responsibilities

Lead, supervise, and develop the HR team, including the HR Generalist, Senior Recruiter, and HR support staff.
Assign workload, set priorities, and provide coaching, mentoring, and performance feedback to HR team members.
Ensure day-to-day HR tasks are executed accurately, efficiently, and in compliance with company policies and applicable employment laws.
Serve as the primary escalation point for complex HR issues requiring advanced judgment or interpretation.
Build and implement the HR department’s long-term strategy in partnership with the Director of Operations.
Lead complex employee relations investigations, disciplinary actions, and high-risk HR matters.
Interpret federal, state, and local employment laws and advise leadership and supervisors on compliance and risk mitigation.
Develop and present recommendations and findings to the Director of Operations and executive leadership.
Provide guidance on compensation structure, job design, role classification, and FLSA exemption determinations.
Review and approve job classifications, salary recommendations, and role structures developed by HR staff.
Provide strategic leadership on labor relations, including collective bargaining agreements (CBAs), union relationships, and compliance with state and federal labor laws.
Serve as the primary liaison with union representatives, support negotiations and contract administration, and advise leadership on workforce planning, risk mitigation, and labor strategy.
Develop, review, and implement HR policies, organizational procedures, and compliance standards.
Oversee benefits strategy, vendor relationships, and escalated employee benefits issues.
Approve benefits-related communications, open enrollment materials, and leave management decisions.
Ensure the HRIS and ATS systems remain accurate , compliant, and optimized.
Analyze HR and workforce data, evaluate trends, and prepare high-level reports for leadership.
Prepare and present HR metrics, insights, and analytics to executive staff.
Lead major HR initiatives, including performance management improvement, employee engagement efforts, DE&I initiatives, and organizational change management projects.
Develop and deliver supervisor training programs and ensure consistency of HR system training provided by staff.
Partner with Operations and leadership to align HR strategies and programs with organizational objectives .
Perform other duties as assigned.