Human Resource Manager

**Position Overview:** The HR Manager is a key leadership role responsible for overseeing core HR operations, talent acquisition, learning and development, compliance, and employee engagement across the organization. This role manages the HRBP – Payroll \& Benefits and two administrative team members, ensuring consistent, high\-quality HR service delivery across a 90\-employee, multi\-state organization. Reporting to the Senior Director, HR, the HR Manager serves as a trusted partner to leaders and employees and plays a vital role in supporting organizational growth while protecting and strengthening a culture grounded in faith, family, and work. This position balances strategic contribution with hands\-on execution and is expected to remain actively involved in day\-to\-day HR operations while continuously improving systems, processes, and programs to ensure scalability, compliance, and excellence. **Key Responsibilities** **1****. HR Leadership \& Team Management** * Lead, coach, and develop the HRBP – Payroll \& Benefits and two administrative team members. * Establish priorities, set quarterly “rocks”, and ensure accountability across the HR team. * Foster a collaborative, service\-oriented HR team that reflects the organization’s values and commitment to excellence. * Serve as the primary owner of day\-to\-day HR operations and employee relations matters, escalating complex, high\-risk, or sensitive issues to the Senior Director, HR as appropriate. * Partner closely with the Senior Director, HR on complex employee relations, investigations, and operational HR matters. * Exercise sound judgment and discretion in confidential and sensitive situations. **2\. Culture, Values \& Employee Experience** * Champion a people\-first culture rooted in faith, family, and work, ensuring these principles are reflected in HR programs, policies, and daily practices in an inclusive, respectful, and legally compliant manner. * Act as a trusted HR partner to leaders and employees, supporting employee relations, engagement, and performance management, and conflict resolution. * Oversee and contribute to the King’s Vision Team, supporting initiatives that reinforce organizational culture and values. * Support internal communications, recognition programs, and community involvement efforts that strengthen connection and engagement. * Model and foster the organization’s core values by: * + Reflect **Integrity** in decision\-making and confidentiality + Sparkle with **Excellence** through high standards and continuous improvement + Create **Good Chemistry with People** by building trust and strong relationships + Being **Ruled by the Golden Rule** through fairness and respect + Being **Immersed in Courage** by addressing challenges directly and thoughtfully + Fostering **Servant Leadership** by supporting, developing, and empowering others **3\. Talent Acquisition \& Workforce Planning** * Own and lead full cycle recruiting strategy and execution for all non\-executive roles across the organization. * Develop and execute recruiting strategies aligned with organizational goals, workforce needs, and culture fit. * Partner with hiring managers to clarify role requirements, guide selection decisions, and ensure a consistent, value\-aligned hiring experience. * Delegate administrative and coordination tasks appropriately while maintaining ownership of recruiting outcomes. * Continuously assess and improve recruiting processes, tools, and candidate experience. * Oversee onboarding for new team members, ensuring they are set up for success with structured 30\-60\-90\-day plans and cultural integration. **4\. Learning \& Development** * Oversee Learning Management Administration (LMA), ensuring required compliance training and role\-based learning are completed accurately and on time. * Balance hands\-on LMA administration with the strategic development of scalable learning and development initiatives. * Partner with leaders to identify development needs, create individual and team development plans, and support leadership growth. * Ensure onboarding programs effectively integrate new employees into their roles, the organization’s culture, and core values. **5\. HR Operations, Compliance \& Systems** * Ensure HR policies, practices, and programs comply with federal, state, and local employment laws across multiple states. * Proactively identify and mitigate HR\-related risks, including compliance gaps, process failures, and data integrity issues. * Oversee accurate maintenance of HR records, reporting, and documentation. * Provide leadership and oversight for HRIS administration (UKG preferred), including system optimization, data integrity, reporting, and process improvement. * Leverage technology, automation, and AI\-enabled tools to improve HR efficiency consistency, and scalability. * Support HR process discipline within an EOS (Entrepreneurial Operating System) environment. **6\. Compensation, Benefits \& Payroll Oversight** * Partner with the Senior Director, HR to support compensation, benefits strategy development and special projects. * Provide leadership oversight and guidance for payroll, benefits, and compensation administration, in collaboration with the HRBP – Payroll \& Benefits. * Review and audit payroll processing to ensure accuracy, compliance, and consistency. * Serve as a knowledgeable backup for payroll processing as needed, without serving as the primary processor. * Other duties as assigned **Qualifications \& Requirements** * 5\+ years of progressive HR generalist experience, including experience leading or supervising HR staff. * Demonstrated ability to lead with empathy, integrity, and accountability, and sound judgment. * Strong working knowledge of multi\-state employment law and HR compliance. * Proven experience leading full cycle recruiting. * Experience supporting compensation, benefits, and payroll functions. * Strong technical aptitude with HRIS platforms (UKG preferred) and reporting tools. * Ability to understand the bigger picture while executing effectively at a tactical level. * Proven ability to manage change, growth, and organizational transitions. * Ability to balance business needs with employee experience and well\-being. * Excellent interpersonal, communication, and relationship\-building skills. * Alignment with and ability to support an organizational culture centered on faith, family, work, and core values. **Success in This Role Looks Like** * Consistent, compliant, and well\-run HR operations with minimal disruption. * High levels of trust from leaders and employees. * A confident, capable HR team operating with clarity and accountability. * Scalable systems and processes that support organizational growth. * Organizational values lived out in practical, professional, and inclusive ways.