Human Resources Manager

Job Title: HR Manager

Department: Human Resources

Location: Plantation, Florida

Reports To: SVP – Human Resources

Employment Type: Full-Time

Experience Required: 7+ years of progressive HR experience

Position Summary:

The HR Manager is responsible for providing comprehensive HR support and business partnerships to employees, managers, and business leaders across the organization.

Reporting directly to the SVP of Human Resources , this role serves as a key HR partner responsible for driving effective HR operations, employee relations, performance management, employee engagement, HR compliance, leave administration, and people-related initiatives.

The HR Manager will work closely with business leaders and managers to understand workforce needs, provide practical HR guidance, ensure consistent application of policies and processes, and support a positive and high-performing workplace culture.

The role will also contribute to the development and implementation of HR processes, workflows, SOPs, and strategic HR initiatives across the organization.

Key Responsibilities:

HR Business Partnering:

- Serve as a trusted HR advisor and business partner to managers and employees.
- Partner with leaders to understand business priorities, workforce challenges, and people-related needs.
- Provide guidance on HR policies, procedures, employee matters, and organizational practices.
- Conduct regular meetings with managers and business leaders to proactively identify and address HR concerns.
- Support leaders in making effective and consistent people-related decisions.
- Partner with HR leadership on the implementation of organizational HR initiatives

Employee Relations:

- Manage employee relations matters from initial concern through resolution.
- Partner with managers on employee performance, conduct, attendance, workplace concerns, and other employee-related matters.
- Conduct or support workplace investigations as required.
- Ensure employee relations matters are appropriately documented and handled consistently.
- Escalate complex or high-risk matters to HR leadership and/or Legal when appropriate.

Union & Labor Relations:

- Serve as the primary HR point of contact for union employees and union-related HR matters within the assigned business population.
- Develop and maintain effective working relationships with union representatives, shop stewards, and union leadership.
- Interpret and administer applicable Collective Bargaining Agreements (CBAs) in partnership with HR leadership and Legal.
- Ensure HR practices and employee actions are consistent with applicable union agreements, company policies, and employment laws.
- Partner with managers to address employee relations matters involving union employees.
- Support the administration of:
- Grievances
- Disciplinary actions
- Attendance matters
- Performance concerns
- Employee complaints
- Investigations
- Leave-related matters
- Policy violations
- Participate in grievance meetings and other labor-management discussions as required.
- Maintain appropriate documentation of union-related employee matters and actions.
- Monitor and track grievances, disciplinary actions, and other labor relations cases.
- Partner with HR leadership and Legal on escalated or complex labor relations matters.
- Support the implementation and communication of changes arising from collective bargaining agreements.
- Ensure managers understand and consistently apply union-specific requirements.
- Support union-related reporting, documentation, and compliance requirements.
- Support preparation for union meetings, negotiations, and contract discussions as requested by HR leadership.
- Identify trends and recurring issues within the union population and recommend appropriate HR interventions.

HR Operations:

- Oversee day-to-day HR operations and ensure timely and accurate execution of HR processes.
- Support employee lifecycle processes, including onboarding, transfers, promotions, job changes, leaves, and exits.
- Ensure employee records and HR documentation are maintained accurately.
- Review and respond to HR inquiries from employees and managers.
- Identify process gaps and recommend improvements to enhance HR service delivery.
- Develop and maintain HR SOPs, workflows, templates, and process documentation.

Leave & Attendance Management:

- Oversee and support employee leave processes, including FMLA, LOA, and other applicable leaves.
- Partner with employees, managers, Benefits, and other stakeholders to ensure timely follow-up on leave cases.
- Support attendance management and policy interpretation.
- Review attendance trends and identify recurring concerns.
- Provide guidance to managers regarding attendance-related employee matters.
- Ensure leave and attendance practices are aligned with applicable policies and regulations.

Performance Management:

- Support the organization's performance management process.
- Partner with managers on performance-related matters, including performance improvement plans and corrective action.
- Coach managers on setting expectations, providing feedback, documenting performance concerns, and conducting effective performance conversations.
- Support performance review cycles and ensure timely completion of required activities.
- Identify opportunities to strengthen performance management practices across the organization.

Employee Engagement & Culture:

- Support initiatives that strengthen employee engagement, retention, and workplace culture.
- Partner with HR leadership to implement employee engagement programs and initiatives.
- Gather employee feedback and identify opportunities to improve the employee experience.
- Support recognition, communication, wellness, and employee experience initiatives.
- Promote a positive, inclusive, and collaborative workplace culture.

HR Compliance:

- Ensure HR practices are aligned with applicable federal, state, and local employment requirements.
- Support HR compliance audits and reviews.
- Maintain appropriate employee documentation and records.
- Partner with Legal and HR leadership on employment-related compliance matters.
- Stay informed about relevant changes in employment legislation and recommend appropriate HR process updates.

Payroll, HRIS & Timekeeping Partnership:

- Partner with HRIS and Payroll teams to resolve employee-related data, payroll, timekeeping, and system issues.
- Review employee timekeeping and PTO-related concerns with managers as required.
- Support accurate and timely completion of HR transactions.
- Ensure employee information is accurately maintained within HR systems.
- Provide business context and HR guidance for HRIS-related process improvements.

Note: The HR Manager will be a business user/partner to HRIS and Payroll and will not own HRIS administration or system configuration.

HR Reporting & Insights:

Prepare and review HR reports related to: Headcount, Attrition, Attendance, Leave, Performance, Employee engagement

Preferred Qualifications:

- Bachelor’s degree in human resources, Business Administration, or a related field preferred.
- 7+ years of progressive Human Resources experience.
- Strong HR Generalist / HR Business Partnering background.
- Demonstrated experience in employee relations and manager coaching.
- Experience with performance management and employee development.
- Knowledge of HR policies, practices, and employment regulations.
- Experience handling confidential and sensitive employee matters.
- Experience with leave administration, including FMLA/LOA, preferred.
- Experience supporting multi-business-unit or fast-paced organizations preferred.
- Strong written and verbal communication skills.
- Strong analytical, organizational, and problem-solving skills.
- Ability to manage multiple priorities and work independently.