Hr Manager Jobs

About The Position

Requirements

• Proven experience building or transforming an HR function
• Strong generalist foundation across:
• Employee relations
• Org design
• Performance management
• Compensation basics
• Experience in small to mid-sized companies (approx. 50–500 employees)
• Comfortable operating in ambiguity and fast-changing environments
• Hands-on and execution-oriented (not purely strategic)
• Able to influence and partner at the executive level
• Confident navigating legacy cultures and driving change
• Builder mindset: sees gaps and instinctively creates solutions

Nice To Haves

• Experience with hourly + commission-based workforces
• Exposure to sales-driven environments
• Background in turnaround, transformation, or high-growth settings
• Experience managing or transitioning HR vendors/PEOs

Responsibilities

• Build the HR Function from the Ground Up
• Establish core HR infrastructure (policies, processes, systems)
• Create job descriptions, career frameworks, and organizational clarity
• Evaluate and evolve current HR operations (including PEO/vendor strategy)
• Lead Organizational Design & Growth Strategy
• Partner with leadership to redesign structure for future scale
• Align roles, responsibilities, and reporting lines
• Support workforce planning and headcount strategy
• Drive Culture & Leadership Transformation
• Introduce performance management, feedback, and accountability frameworks
• Coach and develop leaders (many newly elevated into roles)
• Shape a forward-looking, high-performing culture
• Own Employee Relations & Leadership Partnership
• Serve as a trusted advisor to the CEO and leadership team
• Navigate employee relations with confidence and discretion
• Support change management across the organization
• Build Compensation & Total Rewards Foundations
• Help design salary bands, comp structures, and leveling frameworks
• Partner with external specialists on executive compensation and incentives
• Support both hourly and salaried workforce models
• Oversee Talent Strategy
• Ensure hiring aligns with long-term business goals
• Bring structure to role definition and hiring processes
• Partner with recruiting to elevate talent quality
• Manage HR Operations & Vendors
• Oversee HR vendors and evaluate build vs. outsource decisions
• Support transition away from current PEO (if applicable)
• Mentor and develop existing HR team members