Human Resources Manager

Global Support and Development•Charlotte, NC

44d•Hybrid

About The Position

GSD is looking for a Human Resources Manager to champion our global workforce by overseeing essential people operations, from payroll and benefits to strict regulatory compliance. In this role, you will act as a vital strategic partner and change agent across departments, balancing data integrity with deep empathy to support our teams as they work on the front lines of the climate crisis.

Requirements

Seven (7) or more years of progressive experience in Human Resources
Three (3) or more years management experience within Human Resources
Proven experience developing programs and teams
Bachelor’s degree in Business Administration, Human Resources or relevant field; or Equivalent combination of experience and training.
Proven ability to lead and motivate teams to produce quality results within challenging timeframes and ongoing change
Program oversight and management, development of programmatic policy, procedure, and guidelines
Ability to coordinate multiple projects simultaneously under pressure
Cultural awareness and the ability to work collaboratively with a wide array of stakeholders to build relationships
Communicate clearly and concisely with a high degree of professionalism
Proven ability to present important information to broad groups (HR policy, organizational processes and training content)
Influence organizational decisions through presentation and data driven efforts
Act as a cross-functional partner who approaches organizational challenges with a solutions-first mindset
Proven ability to de-escalate workplace friction and implement sustainable processes that balance organizational needs with employee advocacy
Proven experience in Human Resources management, including payroll and benefits administration
Strong knowledge of multi-state employment laws, compliance standards, and HR best practices
Proficiency with HRIS and payroll systems.
Exercise impeccable judgment and discretion in handling sensitive personnel data, executive communications, and proprietary information
Strong organizational skills and the ability to rapidly shift tasks
Experience working and/or traveling domestically and internationally.

Nice To Haves

Advanced HR certification is preferred
Certification in project management is desired
Experience with Workday and ADP Workforce Now is a plus

Responsibilities

Develop, implement, and execute plans, processes, and projects in support of departmental strategy, maximizing efficient use of resources and ensuring shared vision.
Support the professional development and growth of direct reports.
Support critical decision-making processes to include identifying issues and driving problem-solving.
Support budgetary planning, control, and analysis for the Human Resources Development department.
Manage the end-to-end administration of payroll and all benefit programs, serving as the lead for regulatory compliance.
Ensure all compensation and benefit practices align with federal, state, and local mandates, minimizing organizational liability through rigorous data integrity and statutory reporting.
Maintain a high-visibility presence to build trust and provide real-time coaching.
Facilitate the resolution of performance concerns through objective fact-finding, disciplinary actions, training opportunities, conflict resolution, and Performance Improvement Plans (PIPs).
Lead job classification reviews and market benchmarking to ensure internal pay parity and external competitiveness.
Translate departmental shifts into actionable compensation proposals and "Job Change Requests" for leadership approval.
Maintain a structured job architecture by auditing job descriptions and compensation annually to ensure accurate classification and alignment with evolving business needs.
Lead the documentation and root-cause analysis of workplace incidents.
Ensure the organization remains audit-ready by managing all safety-related reporting, including OSHA 300 logs and internal safety KPIs.
Manage compliance of the workers’ comp lifecycle from first report of injury to case closure.
Act as a primary advocate for injured workers while spearheading Return-to-Work (RTW) strategies.
Manage the compliance of all medical, personal and military Leaves of Absence (LOA) and disability (ADA) requests.
This includes ensuring interactive process execution to identify reasonable accommodations, ensuring a balance of statutory compliance and compassionate support for employee well-being.
Maintain integrity of GSD’s professional development learning requests and approvals.
Engage requests between stakeholders to ensure awareness, alignment and recordkeeping.
Serve as a change management agent.
Anticipate the evolution of workforce needs and partner with the Director of Human Resources to align organizational strategy with potential outcomes.
Work in partnership with Internal Communications to support internal people-related communications, ensuring employees are informed, engaged, and aligned with company policies and cultural shifts.
Conduct comprehensive annual audits of personnel files, I-9 compliance, and labor law postings.
Oversee the secure management of all high-sensitivity HR records.
Maintain rigorous protocols for data privacy to prevent unauthorized access and ensure the organization’s reputation for reliability and ethical conduct.
Lead the pre-and post adverse process for background screening reports and lead the investigative review process.
Prompt and action GSD’s core values of accountability, humility, and integrity in all work we conduct.
Promote good stewardship of financial and other resources to achieve maximum benefit to those impacted by disaster or at risk of impact.
Perform other duties as assigned.