Senior Human Resources Manager

Atoms•Dallas, TX

13h•$130,000 - $160,000•Hybrid

About The Position

The Senior HR Manager leads the HR function supporting field operations across Los Angeles, Miami, Dallas, and Houston, a workforce of more than 4,000 hourly W-2 employees. The role is based in Dallas on a hybrid schedule and requires travel of up to 25% to our other markets. This role is responsible for both the HR team in each market and the systems that team runs on. You will manage a group of HR Managers, Generalists, and Coordinators, hire an HR Manager for Los Angeles, and set the standards that keep HR practice consistent from market to market. Day to day, you will own employee relations and investigations, workers' compensation and leave administration, HR compliance, and the partnership with Payroll on multi-state wage and hour execution.

Requirements

8+ years of progressive HR experience, with significant depth in employee relations and workplace investigations
5+ years managing HR professionals across multiple sites in more than one state, including hiring, developing, and managing performance
Demonstrated experience building HR processes and systems, not only operating them. This includes SOPs, trackers, dashboards, or automation. Candidates should be prepared to describe specific examples: what the process looked like before, what you built, and what improved as a result.
Working knowledge of multi-state employment law with substantive California experience, including CFRA, PDL, FEHA, wage and hour, and Cal/OSHA, in addition to Texas and Florida
Hands-on workers' compensation experience, including work with adjusters, nurse case managers, transitional duty, and return-to-work planning
Experience supporting a high-volume hourly workforce in a field, fleet, logistics, or similar operational environment
Proficiency with HRIS and timekeeping platforms, Paycor preferred, and comfort working in ticketing and reporting tools
Strong documentation and written communication skills, including drafting correspondence on legally sensitive matters
Sound judgment and discretion, with the credibility to advise operations leaders and the willingness to push back when the process calls for it
Valid driver's license with a driving record in good standing
Ability to travel up to 25%

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, or a related field preferred
PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred
Bilingual English/Spanish preferred

Responsibilities

Document and standardize core HR processes across all four markets, including investigations, corrective action, terminations, suspensions, job abandonment, onboarding, and offboarding.
Build to California requirements first and adjust for other states.
Build the reporting that gives leadership visibility into open employee relations cases, workers' compensation claims, and response times without requiring a manual pull.
Reduce manual work by partnering with HRIS and Data to automate roster audits, attendance verification, and termination processing.
Set service standards for HR response and resolution times, and audit the team's work against them.
Analyze trends across employee relations cases, injuries, terminations, attendance, and turnover to identify where the business is exposed, and bring leadership both the finding and the recommendation.
Build continuity into the function through cross-training, documented ownership, and defined backup coverage for every critical workflow.
Serve as the escalation point for complex and sensitive matters raised by market HR staff and operations leaders.
Conduct and oversee investigations into harassment, discrimination, retaliation, and policy violations, applying consistent methodology and producing documented findings and recommendations.
Coach operations leaders on documentation, progressive discipline, conflict resolution, and performance management, and hold decision rights to the defined process.
Draft correspondence on legally sensitive employee matters and partner with outside counsel on employment practices liability claims, including file preparation and case background.
Own the workers' compensation program, including intake and triage, adjuster and nurse case manager coordination, transitional duty, return to work, and the weekly return-to-work data provided to Payroll.
Manage occupational health vendor relationships and hold them to agreed service levels.
Administer leave and accommodation across states, including FMLA, CFRA, PDL, and ADA/FEHA, and lead the interactive process.
Serve as plan administrator for California Injury and Illness Prevention and Workplace Violence Prevention programs, and partner with Safety on hazard correction, required training, and OSHA recordkeeping and reporting.
Manage unemployment claims and responses to state agency inquiries.
Partner with Payroll on multi-state wage and hour execution, including meal and rest premiums, overtime, PTO and sick accrual, holiday pay, final pay timing, and off-the-clock exposure.
Own HRIS data integrity, including roster accuracy, status changes, terminations, and completion of onboarding documentation.
Support pay changes and milestone increases, along with the employee communication that accompanies them.
Lead and develop HR Managers, Generalists, and Coordinators across four markets.
Hire and onboard an HR Manager for Los Angeles and build the team structure the function needs as the business grows.
Set expectations and hold accountability through regular one-on-ones, performance management, and development planning.
Ensure consistency in how HR operates, escalates, and documents in every market.