HR Manager

BLACK DIAMOND COATINGS INC•Brooksville, FL

22d

About The Position

The Human Resources Operations Manager is a hands-on individual contributor responsible for managing the day-to-day human resources operations for Black Diamond Coatings. This position oversees payroll administration, HRIS management, employee benefits, compliance, onboarding and offboarding, employee records, employee relations support, and continuous improvement of HR processes. The role works closely with leadership, managers, employees, Finance, Operations, and Safety to ensure HR programs and processes are accurate, timely, compliant, and aligned with business needs. This position does not have responsibility for recruiting, candidate sourcing, interviewing, or talent acquisition. Recruitment is managed separately by the Talent Acquisition Manager.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
Five or more years of progressive human resources operations experience.
Hands-on experience processing payroll.
Experience working with an HRIS and payroll platform; ADP Workforce Now experience is strongly preferred.
Strong knowledge of federal and state employment laws and HR compliance requirements.
Experience administering employee benefits, onboarding, offboarding, employee records, and employee relations processes.
Strong Excel, reporting, and data-analysis skills.
Excellent organization, accuracy, communication, judgment, and follow-through.
Ability to manage sensitive and confidential information.
Ability to work independently, prioritize competing responsibilities, and meet payroll and compliance deadlines.
Strong problem-solving skills and the ability to work effectively with employees and leaders at all levels.

Nice To Haves

PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
HR experience in a manufacturing, warehouse, distribution, or multi-site environment.
Experience improving HR processes and building standard operating procedures.
Advanced experience with ADP Workforce Now reporting, workflows, benefits, timekeeping, and payroll functions.

Responsibilities

Process full-cycle payroll through ADP Workforce Now, ensuring employees are paid accurately and on time.
Review employee hours, timecards, overtime, deductions, bonuses, commissions, reimbursements, paid time off, and other payroll-related information.
Research and correct payroll discrepancies in a timely manner.
Maintain accurate employee payroll records, tax information, direct deposit details, deductions, and employment status changes.
Coordinate payroll-related information with Finance and company leadership.
Support year-end payroll activities, including W-2 preparation, payroll reporting, and reconciliation.
Maintain confidentiality of payroll, compensation, and employee information.
Serve as the primary internal resource for employee payroll questions.
Administer and maintain employee information within ADP Workforce Now.
Enter and process new hires, terminations, compensation changes, job changes, department transfers, benefit elections, leave information, and personal information updates.
Ensure employee records are accurate, complete, organized, and compliant with legal and company requirements.
Maintain electronic and personnel files, including employment documentation, acknowledgments, corrective actions, certifications, and other required records.
Conduct regular audits of employee data to identify and correct errors.
Generate HR reports for leadership, Finance, audits, and operational planning.
Recommend improvements to ADP workflows, reporting, employee self-service, and manager self-service functions.
Manage day-to-day employee benefits administration, including medical, dental, vision, life insurance, disability, retirement plans, and other company-sponsored benefits.
Coordinate new-hire benefit enrollment, qualifying life event changes, open enrollment, and employee terminations from benefit plans.
Serve as the primary contact for employee benefit questions and assist employees with resolving enrollment or coverage concerns.
Work with benefit brokers, insurance carriers, and other vendors to resolve eligibility, billing, enrollment, and coverage issues.
Review benefit invoices and enrollment records for accuracy.
Communicate benefit changes, deadlines, and plan information clearly to employees.
Support annual benefits renewal and open enrollment activities.
Coordinate the administrative onboarding process after a candidate has accepted an offer.
Prepare new-hire paperwork, employment forms, policy acknowledgments, benefit materials, payroll documentation, and HRIS access.
Complete and maintain Form I-9 documentation and other required employment records.
Coordinate with managers, IT, Safety, and other departments to ensure new employees are prepared for their first day.
Conduct or coordinate employee orientation related to company policies, payroll, benefits, attendance expectations, and HR procedures.
Track completion of onboarding requirements and required training.
Manage employee offboarding, including termination documentation, final payroll coordination, benefit notifications, company property return, and HRIS updates.
Conduct exit interviews when appropriate and provide turnover feedback to leadership.
Serve as a resource for employees and managers regarding HR policies, payroll, benefits, attendance, leave, workplace expectations, and general employment questions.
Assist managers with employee relations matters, including performance concerns, attendance issues, disciplinary documentation, conflict resolution, and policy interpretation.
Ensure employee concerns are addressed consistently, professionally, and confidentially.
Support investigations involving workplace complaints, policy violations, harassment, discrimination, misconduct, or other employee concerns.
Document employee relations matters thoroughly and maintain appropriate records.
Coach managers on effective documentation, communication, performance management, and application of company policies.
Escalate significant legal, compliance, or employee relations concerns to leadership when necessary.
Monitor compliance with federal, state, and local employment laws and regulations, including FLSA, FMLA, ADA, EEOC, I-9, wage and hour requirements, and record-retention requirements.
Maintain and update the employee handbook, HR policies, forms, standard operating procedures, and employee communications.
Ensure HR practices are applied consistently across departments.
Support employment-related audits, benefit audits, workers’ compensation reviews, and other compliance activities.
Track required employment notices, licenses, certifications, acknowledgments, and training documentation.
Stay informed of changes in employment law and recommend policy or process updates when needed.
Coordinate employee leave administration, including FMLA, personal leave, military leave, jury duty, and other approved absences.
Support workplace accommodation requests in accordance with company policy and applicable law.
Coordinate performance review processes, including scheduling, documentation, tracking, and completion.
Assist managers with performance improvement plans, corrective action documentation, and employee development plans.
Track employee training, certifications, and required development activities.
Support leadership with succession planning, retention initiatives, employee engagement, and workforce planning.
Help identify recurring employee concerns, turnover trends, training gaps, and opportunities to improve the employee experience.
Coordinate workers’ compensation claims, documentation, communication, and follow-up.
Maintain required records related to workplace injuries and employee restrictions.
Work with Safety, Operations, medical providers, insurance carriers, and employees regarding return-to-work plans.
Support compliance with company safety policies and required employee documentation.
Assist with tracking safety training and required certifications.
Prepare and maintain HR reports related to payroll, turnover, retention, attendance, benefits, overtime, headcount, employee status, and compliance.
Analyze HR data and identify trends, risks, and opportunities for improvement.
Develop and maintain HR standard operating procedures.
Identify opportunities to reduce manual processes, improve accuracy, strengthen internal controls, and improve the employee and manager experience.
Lead HR process improvement initiatives and ensure changes are documented and communicated.
Partner with Operations, Finance, Safety, and leadership to align HR practices with company goals.
Support company growth by building scalable and consistent HR processes.