Human Resources Manager
Biodynamic Research Corp, San Antonio, TX, United States
The Human Resources Manager is a highly experienced HR leader responsible for owning and executing the organization’s core people functions while partnering closely with the CEO and senior leadership. This role blends strategic input with hands‑on oversight and is designed for a growing organization that may leverage a Professional Employer Organization (PEO) for certain administrative and compliance functions. The role provides direct oversight of the Recruiting Specialist and the Learning and Development Specialist, ensuring alignment across talent acquisition, onboarding, and employee development.
The Human Resources Manager provides independent judgment, sound counsel, and organizational leadership while remaining appropriately scoped for a company that has not yet internalized all HR functions. The role emphasizes execution excellence, risk awareness, and steady maturation of HR practices to support BRC’s growth.
Key Responsibilities & Performance Indicators
Strategic Partnership & Organizational Support
Partner with the CEO and senior leaders on people‑related matters, providing practical, objective guidance.
Translate company priorities and values into effective HR programs, processes, and practices.
Identify workforce‑related risks and emerging needs, escalating complex or high‑risk matters appropriately.
Support leadership development and organizational effectiveness initiatives as the company scales.
HR Operations, Policy & Compliance
Manage day‑to‑day HR operations while ensuring alignment with company policies, legal requirements, and HR vendor processes.
Draft, maintain, and update HR policies and the employee handbook in coordination with leadership, legal counsel, and other vendors.
Ensure compliance with applicable federal, state, and local employment laws.
Serve as the primary internal resource for policy interpretation and application, ensuring consistency and fairness.
Talent Management & Performance
Oversee recruiting and onboarding efforts in collaboration with hiring managers and external partners.
Administer and continuously improve performance management processes, including goal setting, evaluations, and corrective action.
Coach managers on performance conversations, documentation, and progressive discipline.
Contribute to succession planning and leadership development efforts at a practical, execution‑focused level.
Employee Relations & Culture
Serve as a trusted, neutral resource for employee relations issues, investigations, and conflict resolution.
Promote a culture of integrity, accountability, transparency, and respect.
Support employee engagement, recognition, and retention initiatives.
Assist with change management efforts by supporting leaders and employees through transitions.
Compensation, Benefits & Vendor Coordination
Coordinate benefits administration and employee support.
Partner with leadership on compensation reviews, adjustments, and incentive programs.
Ensure accurate communication of benefits, compensation changes, and HR‑related updates to employees.
Payroll Oversight
Oversee payroll processes in coordination with vendors and Finance to ensure accuracy and timeliness.
Review payroll changes (new hires, terminations, adjustments) for correctness and approval.
Assist with audits, reconciliations, and payroll‑related inquiries as needed.
HR Systems, Records & Reporting
Maintain accurate, secure employee records in compliance with privacy and data‑protection requirements.
Manage HRIS data and reporting, ensuring integrity and usefulness of HR information.
Track and report on foundational HR metrics such as turnover, hiring, engagement, and compliance indicators.
Supervisory Responsibilities
Provide direct supervision to assigned staff, including recruiting, onboarding, training, coaching, and performance management.
Set clear expectations, priorities, and performance standards aligned with departmental and organizational goals.
Plan, assign, and delegate work effectively; monitor progress and ensure accountability for results.
Conduct regular one‑on‑one meetings, performance evaluations, and development planning conversations.
Address performance, conduct, and attendance issues promptly and objectively, including appropriate documentation and coordination with Human Resources.
Support employee growth through coaching, feedback, training, and development opportunities.
Foster a respectful, inclusive, and professional work environment consistent with company values and behavioral standards.
Ensure team compliance with company policies, procedures, safety requirements, and ethical standards.
Lead by example and demonstrate professionalism, reliability, and sound judgment in all supervisory duties.
Adhere to all internal processes, training requirements, and standard operating procedures.
Required Education and Work Experience
Bachelor’s degree in Human Resources, Business or related field
Minimum 5 years HR experience, preferably with a small to mid‑size company
Minimum 3 years HR management experience
Prior experience working with or alongside a PEO strongly preferred.
Strong understanding of HR compliance and HR best practices
Certifications / Licenses
SHRM CP, SHRM SCP, PHR, SPHR, or equivalent professional HR certification required.
Technical Skills
Proficiency in Microsoft Office (Excel, Word, PowerPoint, Outlook).
Experience using HRIS, payroll, and benefits platforms, including PEO systems.
Ability to interpret HR metrics and reports
Hybrid work environment combining remote and in office work.
Regular on site presence is expected to support employee relations and leadership collaboration.
Work location expectations will be determined in collaboration with the CEO based on business needs
Reasoning Abilities
Ability to analyze situations objectively and apply sound, practical judgment.
Ability to understand and communicate complex HR and compliance concepts clearly.
Strong problem‑solving and risk assessment skills
Other Abilities
Ability to handle sensitive and confidential information with professionalism and care.
Clear, professional written and verbal communication
Emotional intelligence and discretion
Relationship and stakeholder management
Conflict resolution and mediation
Attention to detail with strong follow‑through
Physical Demands
While performing the duties of this job, the employee is regularly required to sit and use hands and fingers.
The employee is frequently required to talk or hear.
The employee is occasionally required to stand, walk, reach with hands and arms and stoop, kneel, crouch or crawl.
The employee must occasionally lift and/or move up to 15 pounds.
Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.
Work Authorization / Security Clearance Requirements
Must be eligible to work in the United States.
Affirmative Action / EEO Statement
We are an Equal Employment/Affirmative Action employer. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by federal, state, or local law.
Other Duties as Assigned
Please note that this job description is not intended to be a comprehensive listing of all activities, duties, or responsibilities required of the employee in this role. Duties, responsibilities, and activities may change at any time with or without notice.
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The Human Resources Manager provides independent judgment, sound counsel, and organizational leadership while remaining appropriately scoped for a company that has not yet internalized all HR functions. The role emphasizes execution excellence, risk awareness, and steady maturation of HR practices to support BRC’s growth.
Key Responsibilities & Performance Indicators
Strategic Partnership & Organizational Support
Partner with the CEO and senior leaders on people‑related matters, providing practical, objective guidance.
Translate company priorities and values into effective HR programs, processes, and practices.
Identify workforce‑related risks and emerging needs, escalating complex or high‑risk matters appropriately.
Support leadership development and organizational effectiveness initiatives as the company scales.
HR Operations, Policy & Compliance
Manage day‑to‑day HR operations while ensuring alignment with company policies, legal requirements, and HR vendor processes.
Draft, maintain, and update HR policies and the employee handbook in coordination with leadership, legal counsel, and other vendors.
Ensure compliance with applicable federal, state, and local employment laws.
Serve as the primary internal resource for policy interpretation and application, ensuring consistency and fairness.
Talent Management & Performance
Oversee recruiting and onboarding efforts in collaboration with hiring managers and external partners.
Administer and continuously improve performance management processes, including goal setting, evaluations, and corrective action.
Coach managers on performance conversations, documentation, and progressive discipline.
Contribute to succession planning and leadership development efforts at a practical, execution‑focused level.
Employee Relations & Culture
Serve as a trusted, neutral resource for employee relations issues, investigations, and conflict resolution.
Promote a culture of integrity, accountability, transparency, and respect.
Support employee engagement, recognition, and retention initiatives.
Assist with change management efforts by supporting leaders and employees through transitions.
Compensation, Benefits & Vendor Coordination
Coordinate benefits administration and employee support.
Partner with leadership on compensation reviews, adjustments, and incentive programs.
Ensure accurate communication of benefits, compensation changes, and HR‑related updates to employees.
Payroll Oversight
Oversee payroll processes in coordination with vendors and Finance to ensure accuracy and timeliness.
Review payroll changes (new hires, terminations, adjustments) for correctness and approval.
Assist with audits, reconciliations, and payroll‑related inquiries as needed.
HR Systems, Records & Reporting
Maintain accurate, secure employee records in compliance with privacy and data‑protection requirements.
Manage HRIS data and reporting, ensuring integrity and usefulness of HR information.
Track and report on foundational HR metrics such as turnover, hiring, engagement, and compliance indicators.
Supervisory Responsibilities
Provide direct supervision to assigned staff, including recruiting, onboarding, training, coaching, and performance management.
Set clear expectations, priorities, and performance standards aligned with departmental and organizational goals.
Plan, assign, and delegate work effectively; monitor progress and ensure accountability for results.
Conduct regular one‑on‑one meetings, performance evaluations, and development planning conversations.
Address performance, conduct, and attendance issues promptly and objectively, including appropriate documentation and coordination with Human Resources.
Support employee growth through coaching, feedback, training, and development opportunities.
Foster a respectful, inclusive, and professional work environment consistent with company values and behavioral standards.
Ensure team compliance with company policies, procedures, safety requirements, and ethical standards.
Lead by example and demonstrate professionalism, reliability, and sound judgment in all supervisory duties.
Adhere to all internal processes, training requirements, and standard operating procedures.
Required Education and Work Experience
Bachelor’s degree in Human Resources, Business or related field
Minimum 5 years HR experience, preferably with a small to mid‑size company
Minimum 3 years HR management experience
Prior experience working with or alongside a PEO strongly preferred.
Strong understanding of HR compliance and HR best practices
Certifications / Licenses
SHRM CP, SHRM SCP, PHR, SPHR, or equivalent professional HR certification required.
Technical Skills
Proficiency in Microsoft Office (Excel, Word, PowerPoint, Outlook).
Experience using HRIS, payroll, and benefits platforms, including PEO systems.
Ability to interpret HR metrics and reports
Hybrid work environment combining remote and in office work.
Regular on site presence is expected to support employee relations and leadership collaboration.
Work location expectations will be determined in collaboration with the CEO based on business needs
Reasoning Abilities
Ability to analyze situations objectively and apply sound, practical judgment.
Ability to understand and communicate complex HR and compliance concepts clearly.
Strong problem‑solving and risk assessment skills
Other Abilities
Ability to handle sensitive and confidential information with professionalism and care.
Clear, professional written and verbal communication
Emotional intelligence and discretion
Relationship and stakeholder management
Conflict resolution and mediation
Attention to detail with strong follow‑through
Physical Demands
While performing the duties of this job, the employee is regularly required to sit and use hands and fingers.
The employee is frequently required to talk or hear.
The employee is occasionally required to stand, walk, reach with hands and arms and stoop, kneel, crouch or crawl.
The employee must occasionally lift and/or move up to 15 pounds.
Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.
Work Authorization / Security Clearance Requirements
Must be eligible to work in the United States.
Affirmative Action / EEO Statement
We are an Equal Employment/Affirmative Action employer. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by federal, state, or local law.
Other Duties as Assigned
Please note that this job description is not intended to be a comprehensive listing of all activities, duties, or responsibilities required of the employee in this role. Duties, responsibilities, and activities may change at any time with or without notice.
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