The HR Manager delivers end-to-end human resources operations across the United States, Canada, and global Employer of Record workers, ensuring consistent, compliant, and efficient people processes aligned with organizational priorities. This role owns the full employee lifecycle from talent acquisition and onboarding through performance management, engagement, and offboarding. The HR Manager administers key annual programs including the merit and bonus cycle, maintains data accuracy through HRIS management, and coordinates payroll and benefits processes across multiple jurisdictions. This role serves as the primary point of contact for day-to-day HR fundamentals, providing hands-on execution that supports a seamless employee experience across all geographies.
Total Rewards, Payroll & Benefits Administration ·
- Coordinates end-to-end payroll processing across the United States, Canada, and global Employer of Record workers, ensuring accuracy, timeliness, and compliance with jurisdictional requirements.
- Administers employee benefits and pension programs, including enrollment, changes, terminations, and annual renewals, ensuring alignment with plan provisions and regulatory obligations.
- Investigates and resolves payroll and benefits discrepancies by liaising with vendors, finance, and employees to ensure timely resolution.
- Maintains up-to-date payroll and benefits records within the HRIS, ensuring data integrity and audit readiness.
- Monitors legislative and regulatory changes affecting payroll, benefits, and pension administration across all operating jurisdictions and implements required updates.
- Administers the annual merit review and bonus cycle, including data preparation, validation, communication, and processing of adjustments in partnership with leadership.
- Supports compensation benchmarking and pay equity analysis, and maintains compensation structures, salary ranges, and related documentation.
Talent Acquisition
- Manages the full-cycle recruitment process, including job posting, candidate sourcing, screening, interview coordination, and offer management for positions across all operating regions.
- Partners with hiring managers to define role requirements, develop candidate profiles, and establish selection criteria aligned with organizational needs.
- Ensures a consistent and positive candidate experience throughout the recruitment process, from initial outreach through onboarding handoff.
- Tracks recruitment metrics and maintains applicant data in the HRIS or applicant tracking system to support reporting and process improvement.
People Operations & HRIS Management
- Manages the HRIS as the primary system administrator, ensuring accurate employee records, data integrity, and system functionality across all modules.
- Owns the employee lifecycle processes including onboarding, status changes, leaves of absence, and offboarding, ensuring consistent execution and compliance with applicable policies and legislation.
- Develops, implements, and updates HR policies and procedures in alignment with organizational priorities and evolving legislative requirements across all jurisdictions.
- Coordinates and executes employee engagement initiatives, including surveys, recognition programs, and organizational development activities.
- Provides guidance and training to people leaders on HR processes, policies, and best practices to support effective people management.
Employee Relations
- Serves as the primary point of contact for employee relations matters, providing coaching and guidance to leaders on performance challenges, conflict resolution, and workplace concerns.
- Conducts investigations into employee complaints and workplace issues, documenting findings and recommending appropriate actions in compliance with organizational policies and applicable legislation.
- Advises leaders on progressive discipline, performance improvement plans, and termination processes, ensuring consistency and legal compliance.
- Monitors employee relations trends and recommends proactive strategies to improve workplace culture and reduce organizational risk.
- Escalates high-risk legal, financial, or executive-level employee relations matters to leadership as appropriate.
