HR Manager

Location: Newark
Posted on: June 23, 2025

Job Description:

The Human Resource Manager oversees all HR functions and staff, including recruitment, employee relations, health and safety, compensation, benefits, training, payroll, and employee records. They manage vendor relationships for additional HR services, develop HR policies and programs, and lead staff in implementing initiatives that enhance employee engagement, productivity, and company goals. Additionally, the HR Manager advises management and executives on maintaining effective HR practices to ensure proper staff selection, development, motivation, and compensation, while ensuring compliance with state and federal laws. They also handle internal staff communications. PRIMARY DUTIES AND RESPONSIBILITIES: Planning and Supervision: Plans, organizes, and supervises all HR department activities and staff. Develops department goals, objectives, processes, and systems. Manages budgets for HR, Benefits, Training, and the Wellness team. Policy and Compliance: Implements and updates HR policies and procedures, including the Team Members’ handbook. Ensures compliance with Federal and Texas HR laws, such as wage-hour requirements and anti-discrimination statutes. Maintains employee records in accordance with Texas state retention guidelines. Adheres to Texas Payday Law for timely wage payments and proper deductions. Conducts regular audits to ensure HR policies align with employment laws. Oversees the implementation of EEOC and ADA requirements for a discrimination-free workplace. Provides training on Texas-specific employment laws. Develops educational programs on the Texas Hazard Communication Act and workplace harassment prevention. Recruitment and Staffing: Oversee recruitment, staffing, and onboarding activities. Leads market research to establish pay practices and bands for recruiting and retaining top talent. Compensation and Benefits: Oversees company benefits programs. Analyzes compensation trends and benefits, recommending competitive and equitable pay practices. Manage variable pay systems, including bonuses and raises. Reviews all pay increases, bonuses, promotions, and transfers. Employee Engagement and Development: Designs and implements of employee engagement surveys and retention strategies. Develops, oversees, and facilitates service awards, appreciation acts, and retirements. Provides guidance on employee benefits, performance appraisals, grievances, EEO, and employee conduct and discipline. Coaches and trains managers on effective employee communication and interaction. Plans, coordinates, and directs staff/management training and development programs. Legal and Advisory: Consults with legal counsel on HR-related legal matters. conducts terminations and exit interviews. Other Duties: Implement systems to track and analyze HR metrics for compliance and continuous improvement. Performs other assigned duties, with a preference for experience in HRIS systems, especially Paylocity. SUPERVISORY RESPONSIBILITY: This position manages all employees of the Human Resources department and is responsible for the performance management and hiring of the employees within that department. Requirements Minimum of a bachelor’s degree or equivalent in Human Resources, Business, or Organization Development; equivalent work experience in lieu of degree will be considered 5 to 7 years previous experience performing human resources management, compensation analysis, and benefits administration. PHR and/or SHRM-CP preferred but not required KNOWLEDGE, SKILLS, ABILITIES, AND QUALITIES: Outstanding interpersonal relationship building and employee coaching skills Demonstrated ability to lead and develop HR department staff members Strategic Thinking: Ability to align HR strategies with organizational goals and anticipate future workforce needs. Employee Relations: Skills in building and maintaining positive relationships within the organization. Organizational Development: Knowledge in improving organizational structures and processes to enhance efficiency and productivity. Driving Organizational Performance: By developing and implementing effective talent management strategies. This includes developing training and development programs, performance management systems, and compensation and benefits structures that support the organization’s strategic objectives. Compensation and Benefits Management: Experience in administering benefits and compensation programs to provide competitive pay practices and as well as other HR recognition and engagement initiatives. Technology and Data Analytics: Proficiency in using HR technology and analyzing data to inform decisions. Legal Compliance: Ensuring adherence to employment laws and regulations Communication: Strong written and verbal communication skills Conflict Resolution: Ability to manage and resolve workplace conflicts effectively Ethical Behavior: Commitment to ethical practices and maintaining confidentiality Excellent organizational management skills. Exceptional interpersonal relationship-building and employee coaching abilities. TYPICAL PHYSICAL DEMANDS: Must be able to sit at a computer for a minimum of nine hours per day. Requires manual dexterity sufficient to operate standard office machines such as computers, fax machines, calculators, telephone and other office equipment. TYPICAL MENTAL DEMANDS: Perform complex and varied tasks Relate well to others Coach and Influence others Make decisions Direct, control and plan Interact with public and co-workers in verbal and written form WORKING CONDITIONS: Works in a typical office setting OTHER: Born again believer and must adhere to the doctrines of this organization as upheld by Kenneth and Gloria Copeland and their appointed representatives Must work well with others, as a team and according to Romans 16:17, must not cause dissension and division Must maintain a good attendance record

Keywords: , Denton , HR Manager, Human Resources , Newark, Texas