Human Resources Manager

As the Human Resources Manager at Jackrabbit Technologies, you will be responsible for leading and administrating day-to-day HR functions to ensure operational excellence. Reporting to the Director of People and Culture, you will act as a tactical partner in implementing programs that support employee engagement, productivity, and company objectives. Your role is critical in maintaining a compliant, efficient, business aligned, and people-centric environment while managing the core lifecycle of our team members.

You will focus on the oversight and execution of HR competencies including talent acquisition, total rewards, and employee relations. You will ensure that HR processes are seamless and that the organization remains compliant with all labor laws and regulations. You will serve as a primary point of contact for employees and managers, providing guidance on policies and fostering a culture of continuous improvement.

Key Responsibilities:

• Operational Leadership: Manages core HR functions, ensuring project and department milestones are met in adherence to approved budgets.
• Talent Management: Administers full-cycle talent acquisition and onboarding processes to ensure the right talent is brought into the organization.
• Total Rewards & Payroll Partnership: Manages pay and benefits programs; partners with the Payroll Administrator to ensure all data is accurate and compliant for timely employee pay.
• Compliance & Records: Maintains updated employee records (pay, benefits, performance, safety) and ensures all reporting complies with federal and local employment laws.
• Employee Relations: Leads employee investigations, disciplinary efforts, and terminations by partnering with and guiding people managers in best practices and ensuring sensitivity to confidential matters; develops and delivers internal staff communications.
• Policy & Program Development: Develops and implements HR policies and programs that support health and safety, diversity, and organizational effectiveness.
• Growth & Development: Develops employee training programs and collaborates with leadership on special projects; may manage subordinate staff as the department grows.
• Vendor Management: Evaluates, selects, and manages ongoing relationships with third-party vendors to provide supplemental HR services to include PEO and EOR partner organizations.

Requirements:

• Bachelor’s degree in Human Resources, Business Administration or commensurate education and professional experience.
• 3 to 5 years of experience in Human Resources
• Proficiency with HR and Microsoft software programs
• Extensive knowledge of HR functional processes
• Exceptional interpersonal, communication, and analytical skills; strong working knowledge of a broad range of HR practices.
• Experience with fully remote or hybrid interstate teams preferred
• Familiarity with Korn Ferry Competencies and its applications for recruitment preferred
• Ability to travel up to 10%

Key Korn Ferry Competencies:

• Communicates Effectively:
  • Definition: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.  
  • Why it fits: The HR Manager must translate complex HR policies and benefit information into clear, actionable language for diverse employee groups and management teams.  
• Interpersonal Savvy:
  • Definition: Relating openly and comfortably with diverse groups of people.  
  • Why it fits: Essential for building the rapport and trust needed to handle sensitive employee investigations and maintain strong relationships with vendors.  

• Ensures Accountability:
  • Definition: Holding self and others accountable to meet commitments.  
  • Why it fits: Core to maintaining updated records and ensuring all department milestones and budgetary goals are strictly met.  
• Attracts Top Talent:
  • Definition: Attracting and selecting the best talent to meet current and future business needs.  
  • Why it fits: The HR Manager directly administers talent acquisition and onboarding, serving as the gatekeeper for organizational quality.  
• Drives Engagement:
  • Definition: Creating a climate where people are motivated to do their best to help the organization achieve its objectives.  
  • Why it fits: Partners with managing teams to implement programs that support employee productivity and cultural alignment.  
• Manages Conflict:
  • Definition: Handling conflict situations effectively, with a minimum of noise.  
  • Why it fits: Central to the manager's responsibility for investigations and discipline, requiring a calm, objective approach to resolution.  

• Instills Trust:
  • Definition: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
  • Why it fits: Critical for handling sensitive employee investigations and maintaining the high level of confidentiality required for personnel records and relations.