Senior Manager HR

IONNA LLC•Raleigh-Durham, NC, NC

4d•$120,000 - $140,000•Onsite

About The Position

The Senior Manager, HR will serve as the company’s lead HR partner, responsible for building and scaling foundational HR capabilities across recruiting, performance management, total rewards, and employee experience. This role reports to the CFO and works closely with executive leadership to align talent strategy with business growth. The ideal candidate thrives in a hands-on, build environment and can design pragmatic, scalable processes for a fast-growing organization (~85–100 employees). We are scaling as a business – from first employee on February 1st 2024 to 85 employees now and 110 sites in operation across the US. Help us build the HR machine that enables us to continue scaling. IONNA is committed to fair and equitable compensation practices through a competitive base salary, as well as offering bonus programs, comprehensive benefits such as medical, dental, vision, life, 401(K), and paid holidays. Actual base salaries are based on several factors unique to each candidate, including but not limited to skill set, experience, certifications, and specific work location. We are committed to an inclusive and diverse team. IONNA is an equal opportunity employer. We do not discriminate based on race, color, ethnicity, ancestry, national origin, religion, sex, gender, gender identity, gender expression, sexual orientation, age, disability, veteran status, genetic information, marital status, or any legally protected status.

Requirements

Bachelor’s degree in HR or a related field.
8–12 years of progressive HR experience, including at least 3–5 years in a lead HR role
Experience building HR processes in a scaling or early-stage company (50–200 employees strongly preferred)
Demonstrated ownership of performance management, compensation planning, and employee relations
Excellent organizational skills and ability to multitask.
Excellent communication skills – adapt approach to the setting, from individual employees to executive team.

Nice To Haves

Experience working with PEOs (TriNet preferred) and transitioning toward standalone HR infrastructure a plus

Responsibilities

Own and scale full-cycle recruiting strategy
Ensure job descriptions are up-to-date and compliant with local, state, and federal regulations.
Maintain organization charts and employee directories.
Create a compensation strategy based on market research and pay surveys; Analyze trends in compensation and benefits.
Implement employee retention programs; Develop communication strategy for total rewards offer, to educate and motivate employees
Work directly with CEO/CFO on salaries and wages planning and forecasting.
Develop performance and salary review processes and structure. Oversee and administer year-end performance management process.
Investigate employee issues and conflicts, advising managers and working toward resolution.
Develop L&D structure and plan – combining on-the-job experience with cost-effective training options.
Develop materials to map employee development paths
Support executive leadership in building a winning culture, through feedback, reinforcing cultural tenets in communications, and identifying risks.
Utilize tools (OfficeVibe) to monitor employee engagement and positive or negative trends
Design and enforce scalable HR policies and governance frameworks
Partner with management to align strategic HR goals with business initiatives.
Ensure compliance with local, state, and federal regulations.
Maintain HR systems, processes and data; manage PEO relationship.
Provide support and guidance to HR staff.