Senior HR Manager

Edulog (Education Logistics, LLC)•Missoula, MT

26d•$95,000 - $120,000•Hybrid

About The Position

The Senior HR Manager is the company's senior day-to-day HR leader, providing hands-on leadership across its human resources programs and practices. The role partners closely with leaders and managers to provide consistent, responsive HR support, lead and improve HR practices, and help ensure programs and processes meet business needs. It is suited to an experienced HR professional who can work independently, handle complex employee and organizational matters, and combine strategic thinking with hands-on execution in a smaller organization. The position is hybrid and located in Missoula, Montana. The Senior HR Manager leads the day-to-day HR function, supports managers, oversees employee relations, compensation, talent acquisition, benefits, HR systems, compliance, and employee experience, and manages and develops members of the HR team.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
At least 8 years of progressive HR experience, including significant experience independently handling employee relations, manager coaching, and broad HR responsibilities.
Demonstrated knowledge of employment law and HR compliance.
Experience with compensation, benefits, HRIS, performance management, and talent acquisition.
Experience managing and developing HR team members.
Strong judgment and ability to navigate sensitive and complex employee situations.
Ability to operate independently and make recommendations with limited direction.
Credible and approachable partnership style with employees, managers, and senior leaders.
Strong coaching, communication, and relationship-building skills.
Ability to balance employee needs with business considerations.
Organized and capable of managing multiple priorities in a fast-moving environment.
Practical, solutions-oriented approach to HR.
Willingness to be hands-on and personally execute work when needed.
Ability to recognize when an issue requires escalation or outside expertise.
High degree of discretion and professionalism when handling confidential information.

Nice To Haves

Prior experience leading an HR function, team, or significant HR programs.
Experience working in a small to mid-sized organization where HR leaders are expected to be both strategic and hands-on.
SHRM-SCP, SPHR, or similar professional certification.

Responsibilities

Serve as the primary HR resource and trusted advisor to managers and leaders on employee, performance, and workplace matters.
Coach managers on performance, communication, employee development, and difficult people decisions.
Lead the day-to-day HR function, set priorities, and ensure HR programs and services are delivered effectively.
Manage, coach, and develop members of the HR team.
Identify opportunities to improve HR processes, practices, and the employee experience.
Guide employee relations matters, including performance concerns, workplace issues, corrective action, and separations.
Conduct or coordinate workplace investigations when appropriate.
Support managers in addressing performance issues early, consistently, and effectively.
Lead performance management processes and recommend improvements as organizational needs evolve.
Promote consistent and equitable application of company policies and practices.
Administer and maintain the compensation structure, including job levels, salary ranges, and related practices.
Support compensation decisions, job evaluations, promotions, and organizational changes.
Oversee recruiting and selection practices and help managers attract and select talent effectively.
Support workforce planning, employee development, and retention efforts.
Oversee employee benefits programs, annual open enrollment, and ongoing vendor relationships.
Ensure effective utilization and administration of the HRIS and related systems.
Identify opportunities to streamline, automate, and improve HR processes and employee and manager self-service.
Maintain accurate employee records, reporting, and HR documentation.
Use workforce data and HR metrics to identify trends and support decision-making.
Maintain knowledge of federal, state, and local employment requirements and ensure HR practices remain compliant.
Develop, maintain, and communicate HR policies and procedures.
Partner with outside counsel, brokers, vendors, and other advisors as appropriate.
Identify HR-related risks and bring significant concerns to leadership with recommended courses of action.
Support initiatives that strengthen communication, engagement, and the employee experience.
Help leaders and managers reinforce company values and expectations.
Listen to employee feedback and identify themes or opportunities requiring attention.
Support organizational change and communication efforts as needed.