Human Resources Manager

About the job
This is not your typical HR role. We’re not looking for someone to just check boxes or recite policy, we’re looking for someone who can lead, think critically, and act fast. You’ll be the point person for post-hire HR operations and client interactions, balancing compliance and care, intuition and data.

You’ll lead our people function with a sharp eye for detail, a pulse on client expectations, and a deep understanding of what makes teams thrive. If you’re energized by performance coaching, escalation management, and client alignment, and you understand that HR is both a people and a business function, this is your role.

Key Responsibilities:

Own all HR client communication, including post-hire issues, escalations, performance flags, and policy alignment.
Lead onboarding calls for new hires to set expectations and establish trust early.
Oversee wellness trends, check-in consistency, and 90-day retention across client teams.
Review and act on all reports generated by HR Admin (attendance, onboarding docs) and HR Generalist (payroll discrepancies, TimeDoctor alerts).
Collaborate with the Director of Operations to flag at-risk employees or clients and propose immediate solutions.
Lead organization-wide wellness initiatives and build systems to support proactive outreach.
Stay on top of HR trends, legal shifts, and compliance requirements—and implement updates across systems and teams.
Track and follow up on outstanding issues—whether with employees, clients, or internal team members.
Manage multiple HR conversations at once with emotional intelligence and a steady hand.
Share responsibility with the HR team for wellness check-ins.
Escalate performance concerns or check-in trends to leadership with clarity, context, and a proposed resolution—not just a problem.
Ensure no issue goes unaddressed or uncommunicated—clients and employees should always feel seen, supported, and in the loop.

What You Own:

Every piece of post-hire HR experience—onboarding to escalation resolution.
The relationship between HR, clients, and operations—you’re the linchpin.
The quality and consistency of employee documentation, data, and attendance tracking.
The trust of your team. When a client or internal team member needs clarity, they come to you first.

Qualifications:

Minimum 3 years in HR or People Ops, with client-facing experience and escalation handling.
Confident communicator—able to speak directly and clearly to both clients and employees.
Extremely organized and fast-moving—nothing falls through the cracks.
Strong background in people problem-solving—quick thinking with emotional intelligence.
Experience using HR systems such as TimeDoctor, Monday.com, or similar platforms.
Comfortable balancing empathy with policy, structure with flexibility.
You can read the room and manage up, down, and across.
Must be proactive, curious, and driven—someone who acts before being asked.

This isn’t a reactive role, it’s a leadership role. You’ll be managing the people function in a business that’s built on precision, responsiveness, and trust. If you want to grow into a Head of People role long-term, this is the foundation. Let’s talk.

Human Resources Manager