Human Resources Manager

Guardians of Honor is a small management consulting firm supporting the federal government since 1997 ().

Job Objective

The HR Manager owns the overall administration, strategy, and compliance of the human resources function, with accountability for recruiting strategy, benefits administration, employee relations and investigations, performance management, policy formulation, and legal/regulatory compliance. The HR Manager provides leadership and quality control over the HR Department's operational work — including recruiting coordination, onboarding/offboarding, HRIS administration, and benefits servicing — performed by the HR Specialist and HR Coordinator, and serves as the accountable owner for HR outcomes reported to senior leadership.

Essential Functions

• Provides leadership and subject-matter expertise across recruitment, compensation, performance management, employee engagement, employee relations, succession planning, and policy formulation.
• Owns hiring decisions for HR Department staff; implements the performance evaluation system; identifies training needs; and administers probation and dismissal actions when warranted.
• Analyzes and monitors the effectiveness of benefit programs, including strategy for Service Contract Act (SCA) covered staff, and serves as primary point of contact with group health, workers' compensation, and retirement plan providers.
• Resolves HR grievances and employee relations matters with professionalism, confidentiality, and empathy, balancing employee support with organizational risk.
• Assures compliance with federal and state laws and regulations governing compensation and benefits, including IRS, FLSA, FMLA, ADA, HIPAA, Health Care Reform, and paid family leave, wage, and hour requirements.
• Ensures managers understand and consistently apply company policy, including disciplinary procedures; hears and resolves escalated employee grievances; counsels managers and employees.
• Owns the termination process end-to-end, including conducting and analyzing exit interviews and communicating findings and recommendations to leadership.
• Ensures legal compliance by monitoring and implementing applicable federal and state HR requirements, conducting workplace investigations, and maintaining compliant recordkeeping (Employee Handbook, digital personnel files, etc.).
• Prepares and analyzes ongoing and ad hoc reports on personnel metrics, including turnover, applicant tracking, Affirmative Action/EEO, and compensation.
• Identifies workforce and compliance trends that could affect organizational objectives or HR operations, and recommends policy or procedural changes accordingly.
• Monitors new, existing, and revised federal, state, county, and city employment and labor law, and leads cross-company compliance risk analysis and remediation.
• Audits the HR function to confirm policies and processes remain current with applicable law and regulation.
• Develops training programs related to employment and labor law compliance.
• Owns recruiting strategy — market trends, sourcing approach, and best practices — and the full recruitment lifecycle from requisition through onboarding, partnering with hiring managers on staffing needs and role expectations.
• Presents qualified candidates to hiring managers, facilitates hiring decisions, and tracks recruiting metrics such as time-to-fill, source of hire, and conversion rate.
• Directs Human Resources Information System (HRIS — Paylocity) strategy and data governance, and owns HR Department communications, including company-wide announcements and the employee newsletter program.
• Owns Standard Operating Procedure (SOP) development and knowledge management for the HR function.

Other Duties

• The scope of the job may change as necessitated by business demands.
• Performs other duties as assigned.