Human Resources Manager
Personal Growth Counseling Services, Toledo, OH, United States
The Human Resources Manager is a strategic and analytical leader responsible for managing the full employee lifecycle while driving consistency, compliance, and best practices across all employee relations functions. This role serves as a trusted advisor to leadership, providing expert guidance on complex HR matters including investigations, performance management, and workplace conflict resolution.
The ideal candidate is highly analytical, experienced in navigating complex employment scenarios, and confident in coaching managers on policies, procedures, and risk mitigation strategies. This position also oversees BambooHR (HRIS), benefits administration, compliance, and organizational HR strategy.
Key Responsibilities
Employee Relations & Strategic HR Leadership
Serve as the primary advisor to managers on employee relations issues, including performance concerns, disciplinary actions, and workplace conflicts
Lead and conduct thorough, unbiased internal investigations, documenting findings and recommending appropriate actions
Ensure consistent application of HR policies, procedures, and employment laws across the organization
Develop and implement best practices to standardize employee relations processes and improve organizational consistency
Provide risk-based guidance to leadership on complex HR and compliance matters
HRIS Management & Workforce Analytics
Administer and optimize BambooHR to ensure accurate data management and system efficiency
Generate and analyze HR metrics and reports (turnover, retention, performance trends, etc.) to support data-driven decision‑making
Maintain integrity of employee records and ensure compliance with record‑keeping requirements
Use data insights to identify trends and recommend proactive HR strategies
Recruitment & Onboarding
Oversee full-cycle recruitment, including job postings, candidate screening, interviewing, and offer management
Partner with hiring managers to align hiring strategies with organizational needs
Lead onboarding processes to ensure a structured and engaging new hire experience
Monitor onboarding completion and compliance with required documentation
Employee Lifecycle & Compliance
Ensure compliance with federal, state, and local employment laws and regulations
Maintain and update job descriptions, organizational charts, and HR documentation
Guide managers through performance management, coaching, and corrective action processes
Oversee offboarding processes, including exit interviews, final pay, and benefits coordination
Benefits & Leave Administration
Manage benefits programs including enrollment, renewals, and employee communication
Administer FMLA, ADA accommodations, and other leave programs in compliance with applicable laws
Serve as a resource for employees regarding benefits‑related questions and concerns
Culture, Engagement & Development
Partner with leadership to foster a positive, respectful, and compliant workplace culture
Support employee engagement and retention initiatives
Identify training needs and coordinate professional development opportunities
Contribute to the development and refinement of HR policies and procedures
Qualifications
SHRM-CP or SHRM-SCP certification required (or ability to obtain within a defined timeframe)
Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)
5+ years of progressive HR experience, with strong emphasis in employee relations
Demonstrated experience handling complex HR issues and workplace investigations
Strong analytical skills with ability to interpret data and provide actionable insights
In‑depth knowledge of employment laws and HR best practices
Excellent communication and leadership coaching skills
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The ideal candidate is highly analytical, experienced in navigating complex employment scenarios, and confident in coaching managers on policies, procedures, and risk mitigation strategies. This position also oversees BambooHR (HRIS), benefits administration, compliance, and organizational HR strategy.
Key Responsibilities
Employee Relations & Strategic HR Leadership
Serve as the primary advisor to managers on employee relations issues, including performance concerns, disciplinary actions, and workplace conflicts
Lead and conduct thorough, unbiased internal investigations, documenting findings and recommending appropriate actions
Ensure consistent application of HR policies, procedures, and employment laws across the organization
Develop and implement best practices to standardize employee relations processes and improve organizational consistency
Provide risk-based guidance to leadership on complex HR and compliance matters
HRIS Management & Workforce Analytics
Administer and optimize BambooHR to ensure accurate data management and system efficiency
Generate and analyze HR metrics and reports (turnover, retention, performance trends, etc.) to support data-driven decision‑making
Maintain integrity of employee records and ensure compliance with record‑keeping requirements
Use data insights to identify trends and recommend proactive HR strategies
Recruitment & Onboarding
Oversee full-cycle recruitment, including job postings, candidate screening, interviewing, and offer management
Partner with hiring managers to align hiring strategies with organizational needs
Lead onboarding processes to ensure a structured and engaging new hire experience
Monitor onboarding completion and compliance with required documentation
Employee Lifecycle & Compliance
Ensure compliance with federal, state, and local employment laws and regulations
Maintain and update job descriptions, organizational charts, and HR documentation
Guide managers through performance management, coaching, and corrective action processes
Oversee offboarding processes, including exit interviews, final pay, and benefits coordination
Benefits & Leave Administration
Manage benefits programs including enrollment, renewals, and employee communication
Administer FMLA, ADA accommodations, and other leave programs in compliance with applicable laws
Serve as a resource for employees regarding benefits‑related questions and concerns
Culture, Engagement & Development
Partner with leadership to foster a positive, respectful, and compliant workplace culture
Support employee engagement and retention initiatives
Identify training needs and coordinate professional development opportunities
Contribute to the development and refinement of HR policies and procedures
Qualifications
SHRM-CP or SHRM-SCP certification required (or ability to obtain within a defined timeframe)
Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)
5+ years of progressive HR experience, with strong emphasis in employee relations
Demonstrated experience handling complex HR issues and workplace investigations
Strong analytical skills with ability to interpret data and provide actionable insights
In‑depth knowledge of employment laws and HR best practices
Excellent communication and leadership coaching skills
#J-18808-Ljbffr