Human Resources Manager

The HR Manager leads the company’s human resources functions and partners with leadership to support workforce planning, employee engagement, recruitment, retention, compliance, compensation, benefits, and professional development. This position establishesconsistent HR practices across the organization while providing practical, confidential, and employee-focused support.The position is in-person in the Kansas City office, butsupports all four offices. Travel is not expected to each office, butis encouraged to learn office culture in each office. The HR manager’srole is responsible forboth developing HR strategy and executing day-to-day HR operations.

Responsibilities:

Planning

• Collaborate with senior leadership to align workforce planning, recruiting, retention, and employee-development strategies with company goals.

• Establish HR processes, systems, and documentation that can scale with company growth.

• Provide leadership with appropriate workforcemetrics (KPIs) and recommendations

• Monitor workforce trends and recommend proactive staffing and retention strategies

• Develops and implements departmental budget.(Blue indicatespotential growth responsibility)

Recruitment & Onboarding

• Develop recruiting strategies that support company growth and workforce needs.

• Partner with hiring managers to develop job descriptions, coordinate candidate screening and interviews, and support consistent selection practices

• Coordinate pre-employment activities, onboarding, orientation, and requiredemployment documentation.

• Manage employee offboarding, including exit interviews, documentation, benefits coordination, and internal notifications

• Manage recruitment efforts through career fairs.

• Evaluate recruiting and onboarding effectiveness and recommend improvements

Employee Relations

• Support a positive workplace culture.

• Serve as a confidential and approachable resource for employees and managers

• Provide guidance on employee-relations matters, facilitateconflict resolution, respond to employee concerns, and coordinate fair and appropriately documented workplace investigations.

• Coach managers on communication, employee engagement, documentation, and consistent policy application.

Compensation,Benefits& Payroll

• Administer or oversee payroll processes, including employee changes, deductions, reporting, and coordination with payroll providers

• Lead employee health/retirement benefit programsthrough annual renewals and enrolling team members.

• Maintain accurateemployee records within the HRIS and related systems

• Conduct and maintainmarket compensationbenchmarking.

Compliance & Policy

• Monitor applicable employment-lawdevelopments and recommend policy or process changes.

• Maintain legally required employee records, notices, and documentation.

• Coordinate required reporting and compliance activities.

• Support workplace safety, leave administration, accommodations, and workers’ compensation processes, as applicable.

• Review the employee handbook regularly and recommend updates when business or legal requirements change

Performance,Training& Development

• Manage the company’s performance-management cycle, including goal setting, midyear discussions, year-end reviews, and related documentation.

• Partner with technical and business leaders to identifytraining and professional-developmentneeds.

• Track completion and effectiveness of requiredand company-sponsored training.

• Coordinate leadership development, mentoring, and career-path initiatives.

• Support succession planning and workforce continuity efforts for key roles.

Requirements:

• Education: Bachelor’s degree in Human Resources, Business Administration, or a relatedfield.

• Experience: Minimum of 5 years of progressive responsibility HR experiencerequiredbut 7-10 years of experienceis preferred

• Certifications: SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent HR certification preferred, or the ability to obtain certification within an established period after hire.

• Proficiencywith Microsoft Word, Excel, Outlook, and other relevant business systems. Proficiencyin HRIS platforms.

• Strong working knowledge of employment laws, HR practices, and confidential recordkeeping requirements.

• Sound judgment and the ability to handle sensitive information with discretion.

• Strong employee-relations, conflict-resolution, and problem-solving skills.

• Ability to communicate clearly and professionally with employees, managers, senior leaders, and external partners.

• Strong organization, documentation, and project-management skills and high attention to detail.

• Ability to prioritize competing responsibilities and meet deadlines with limited supervision.

• Collaborative, service-oriented approach with the confidence to provide candid and practical guidance.

• Ability to adapt HR practices to the evolving needs of the organization.