Pros
Recruitment & Onboarding: Manage the full recruitment lifecycle (sourcing, interviewing, offer negotiation). Ensure a seamless onboarding experience for new hires.
Employee Relations: Act as a trusted advisor to management and staff regarding conflict resolution, disciplinary actions, and grievance handling.
Performance Management: Lead the annual performance review cycle, manage Probationary Periods, and advise managers on PIPs (Performance Improvement Plans).
Compliance & Policy: Ensure company compliance with all local, state, and federal labor laws. Maintain and update the Employee Handbook.
Compensation & Benefits: Administer payroll data, manage benefits enrollment (health, 401k), and conduct market salary benchmarking.
Culture & Engagement: Organize team events, pulse surveys, and exit interviews to drive retention strategies.
HRIS Management: Maintain accurate employee records and generate HR metrics reports.
Cons
Bachelor’s degree in HR, Business, or related field.
5+ years of progressive HR experience (with at least 2 years in a management role).
HR Certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) strongly preferred.
Deep knowledge of employment laws and HR best practices.
Proficiency with HRIS systems (e.g., BambooHR, Rippling, ADP) and G Suite.