HR Manager

Description

We are seeking a driven HR Manager to run our Human Resources function, support a positive company culture, and own the processes behind how we hire, develop, and support our people. As HR Manager, you will oversee the entire employee lifecycle — attracting and recruiting, onboarding, development, retention, and separation — along with the compliance, leave, and employee relations work that underpins it. Reporting to the CFO, this role is the escalation point for employees and managers on sensitive HR matters and keeps the company compliant with employment law in every state where we operate.

You will direct the day-to-day HR work of the HR Coordinator & Office Manager, who does not report to this position, and partner with the Payroll & Benefits Supervisor on leave, compliance, and disability, where the two roles share responsibility. You are responsible for consistency across the team and across our locations.

This role offers a great opportunity to help shape the organization's HR landscape, drive talent acquisition, and foster a culture that promotes growth, ethics, and innovation.

ESSENTIAL RESPONSIBILITIES

Recruiting and Onboarding

· Own the requisition process and partner with hiring managers to keep job descriptions accurate, current, and correctly classified.

· Run recruiting end to end — sourcing, screening criteria, interview design, and selection — and approve offers before release.

· Deliver onboarding, including orientation, new hire documentation, and I-9 completion.

Employee Relations and Compliance

· Serve as the first point of contact for employee relations, including conflict resolution and performance improvement plans.

· Conduct workplace investigations into harassment, discrimination, and conduct complaints; document findings and advise managers on corrective action.

· Administer ADA accommodations, FMLA, pregnancy accommodation, and state and local leave — including eligibility determinations, documentation, and return-to-work.

· Maintain compliance with federal, state, and local employment law, including I-9 reverification, FLSA classification, wage and hour practices, and required postings.

· Prepare annual filings, including EEO-1, VETS-4212, and AAP where applicable.

· Own workplace safety and workers' compensation — injury reporting, claim coordination with the carrier, OSHA recordkeeping, and return-to-work.

Performance, Compensation, and Development

· Run the annual performance review cycle and 90-day new hire evaluations, and compile results for senior leadership.

· Build and maintain the compensation structure — grades, ranges, geographic differentials, and career ladders — supported by market benchmarking and internal equity analysis.

· Own the learning management system, including compliance training cycles, completion reporting, and learning content development with training managers.

Separation and Continuity

· Own the termination process end to end — decision review, documentation, exit interviews, unemployment claims responses, and severance agreements prepared for counsel review — with the Payroll & Benefits Supervisor handling payroll deactivation and final pay.

· Maintain business continuity and succession plans for key roles, and review them with senior leadership annually.

Policy and Operations

· Draft and maintain HR standard operating procedures and the employee handbook.

· Own the HR request intake model and approve how requests are routed — define the triage levels, keep routing current as responsibilities change, and personally handle every sensitive matter.

· Administer short- and long-term disability from the employment side — leave designation, job protection, and return-to-work — while the Payroll & Benefits Supervisor manages the carrier relationship.

· Maintain medical, accommodation, and leave documentation.

· Review employee data changes and payroll input for accuracy, and support benefits renewal and open enrollment.

· Provide functional requirements to the HRMS owner and to the Payroll & Benefits Supervisor on offboarding and payroll deactivation.

Requirements

KNOWLEDGE, SKILLS & ABILITIES

· Sound judgment and absolute discretion handling confidential employee, medical, and compensation information.

· Working knowledge of FLSA, FMLA, ADA, Title VII, and multi-state leave requirements, with the ability to apply them to day-to-day situations.

· Ability to conduct and document a workplace investigation and defend the conclusion.

· Comfort with compensation data — benchmarking, range construction, and cost modeling in Excel.

· Clear written and verbal communication; able to explain policy and decisions plainly to employees and managers.

· Ability to get work done through colleagues who do not report to this position.

· Strong organization and prioritization; able to meet deadlines with limited supervision.

· Proficient in Microsoft Office, with experience in payroll and HRMS platforms.

· Ability to travel to our various offices to meet with employees and support HR programs.

Preferred Experience

· HR certification (e.g., SHRM-CP or PHR).

· Two (2) or more years on Paylocity, our HRMS platform.

· Experience building or maintaining a compensation structure.

· Experience attracting and recruiting for talent in the federal contractor environment.

· Experience supporting employees in multiple states, including California.

WORK EXPERIENCE / EDUCATION

· College degree in human resources or a related field, or an equivalent combination of education and experience.

· Five (5) or more years of HR generalist experience, including employee relations, leave administration, workplace investigations, employment law compliance, and recruiting.

AMS Group, Inc. is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected Veteran Status, or any other characteristic protected by applicable federal, state, or local law