Human Resource Manager / Consultant

Responsibilities

As part of your role, you shall be responsible for the following human resource management functions:

A. Recruiting

Assist in identifying, screening, and interviewing candidates for open positions.
Coordinate with hiring managers to define job requirements and candidate qualifications.
Maintain candidate databases and pipelines for current and future staffing needs.
Develop and maintain standardized interview question sets and scoring rubrics.
Ensure all recruiting practices remain compliant with federal and state regulations.

B. Hiring

Facilitate the full hiring cycle, including extending job offers and coordinating start dates.
Handle all new employee onboarding procedures, including orientation, HR paperwork, benefits explanation (if applicable), and initial training coordination.
Ensure smooth transition of new hires into their respective roles through first-week and first-30-day check-ins.
Maintain updated new-hire packets, onboarding manuals, and checklists.

C. Firing / Employee Separation

Provide expert guidance on employee termination matters to leadership.
Prepare termination documentation, notices, and compliance forms.
Conduct exit interviews and track feedback for organizational improvement.
Ensure all separation procedures comply with labor laws, internal policies, and risk-mitigation standards.

D. Implementing Policies

Develop, revise, and implement HR policies, SOPs, and procedural guidelines.
Ensure all HR policies align with federal/state employment laws, industry standards, and organizational goals.
Create clear policy summaries and distribute updates to staff.
Train supervisors and staff on policy changes and compliance expectations.
Track policy acknowledgment receipts for audit readiness.

E. Disciplinary Actions

Work with leadership to design, implement, and monitor disciplinary action plans.
Ensure accurate documentation of all violations, warnings, and corrective steps.
Maintain fairness, consistency, and legal compliance throughout all disciplinary processes.
Provide coaching to managers on how to conduct disciplinary conversations professionally.

F. Performance Improvement Plans (PIPs)

Draft and implement comprehensive Performance Improvement Plans tailored to the employee’s role and deficiencies.
Establish clear metrics, timelines, and expectations for improvement.
Conduct follow-up meetings and maintain documentation for legal and operational compliance.
Guide supervisors on how to hold employees accountable during the PIP period.
Recommend training, coaching, or corrective actions based on PIP outcomes.

G. HR Event Preparedness & Upcoming Events

Prepare HR-related support plans for upcoming events (e.g., company meetings, trainings, audits, reviews, compliance deadlines).
Coordinate employee schedules, attendance expectations, and pre-event communication.
Ensure staff receive proper notice regarding policy changes, company-wide updates, and HR-related deadlines.
Assist with planning for seasonal staffing fluctuations or expected organizational changes.
Maintain readiness for surprise audits, compliance inspections, or emergency staffing adjustments.

H. General HR Benchmarking & Best Practices

Maintain and update HR metrics (turnover rate, time-to-hire, employee engagement trends, attendance data).
Ensure HR files are audit-ready and comply with federal and state documentation standards.
Conduct periodic compliance audits for employee files, I-9 forms, contractor agreements, job descriptions, and training certifications.
Monitor industry trends and update HR policies to reflect best practices.
Create templates, checklists, dashboards, and reports to support efficient and modern HR operations.
Advise leadership on workforce planning, contractor utilization, and job-role optimization.
Support workplace culture initiatives that promote retention, productivity, and professional behavior.

Other HR Functions as Needed

Provide ongoing HR support to leadership and staff.
Recommend improvements in employee engagement, compliance, communication, and workplace culture.
Assist in investigations, conflict resolution, and mediation when necessary.
Maintain strict adherence to confidentiality, data protection standards, and ethical HR practices.

Qualifications

Proven experience as an HR Manager, HR Consultant, or similar HR leadership role.
Strong understanding of recruitment, employee relations, termination processes, compliance, and policy development.
Knowledge of federal and state labor laws, employment regulations, and compliance standards.
Excellent communication, interpersonal, and conflict-resolution skills.
Ability to handle sensitive information with confidentiality and professionalism.
Strong organizational and documentation skills.
Proficiency in HR software, ATS systems, and Microsoft Office/Google Workspace.
Bachelor’s degree in HR, Business Administration, or related field required; HR certification (PHR/SHRM-CP) preferred.

Performance Expectations – HR Manager/Consultant

Recruitment Efficiency: Present qualified candidates within the agreed timeline for all open roles.
Hiring Accuracy: Complete onboarding with 100% compliance for every new hire.
Termination Compliance: Ensure separations are executed professionally, legally, and in accordance with policy to minimize risk.
Policy Implementation: Deliver updated HR policies within agreed timeframes and ensure clear staff communication.
PIP Management: Develop and track performance improvement plans with measurable progress and proper documentation.
Disciplinary Oversight: Provide fair, consistent, timely disciplinary recommendations and ensure documentation integrity.
HR Responsiveness: Resolve HR issues promptly and provide timely guidance to leadership.
Compliance & Audit Readiness: Maintain HR records, files, and logs in audit-ready condition at all times.
Collaboration: Work effectively with leadership and staff to support overall organizational goals.
Confidentiality: Uphold the highest standards of discretion regarding all HR matters.