Senior Human Resources Manager

Priority Power Management LLC•Arlington, TX

11d

About The Position

The Sr. Human Resources Manager will oversee aspects of the HR department, ensuring alignment with company objectives and legal requirements while fostering a positive and productive work environment. The ideal candidate brings a highly analytical mindset, deep expertise in compensation design and administration, and a strong background in Talent Management, enabling data-driven decision-making across all people functions.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field
15+ years’ proven experience as an HR Manager or similar role, preferably in a company with 200+ employees.
Highly analytical with demonstrated ability to interpret workforce data, build reports, and drive strategic decisions through metrics and insights.
Deep expertise in compensation strategy and administration, including job architecture, salary benchmarking, incentive plan design including complex commission structures, and pay equity analysis.
Demonstrated experience leading Learning & Development and Talent Management programs, including training delivery, talent reviews, succession planning, and measuring learning outcomes.
In-depth knowledge of employment laws and regulations.
Strong understanding of HR best practices and industry trends.
Excellent communication and interpersonal skills.
Ability to handle confidential information with integrity and discretion.
Proficient in Paylocity and MS Office applications; advanced proficiency in Excel or similar tools for data analysis and reporting.
Strong organizational and time-management skills.
Ability to work effectively in a fast-paced environment and prioritize tasks accordingly.

Nice To Haves

Master’s degree or HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR)
Familiarity with LMS platforms and e-learning content development tools
Experience designing competency frameworks or career laddering programs
Proficiency in advanced HR analytics or business intelligence tools (e.g., Tableau, Power BI)
Experience in a multi-location or high-growth private equity-backed organizations
Background in organizational development or change management

Responsibilities

Partner in the oversight of the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, employee engagement, and talent management.
Support CHRO in the design and data analysis to improve total compensation programs (base pay, incentives, and benefits) ensuring internal equity and external market competitiveness through regular benchmarking and data analysis.
Lead the Learning & Development and Talent Management functions, including needs assessments, curriculum design, delivery of training programs, measurement of learning effectiveness, and talent review processes such as succession planning, performance calibration, and career pathing; build a culture of continuous development aligned to organizational goals.
Conduct research and analysis of organizational trends including review of reports and metrics from the organization’s HRIS or talent management system; translate data into actionable insights and recommendations for leadership.
Build and maintain HR dashboards and reporting frameworks to monitor key workforce metrics such as turnover, compensation ratios, training ROI, and engagement trends.
Monitor and ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance.
Administer employee relations, including conflict resolution, disciplinary actions, and performance management.
Administer employee benefits programs and ensure compliance with relevant laws and regulations.
Develop and maintain HR policies and procedures, ensuring adherence to legal requirements and best practices.
Handle employee inquiries and provide guidance on HR-related matters.
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to management.