Human Resources Manager

About QT9 Software

QT9 Software develops enterprise software that helps companies manage quality, manufacturing, and business operations. Our QMS and ERP applications are part of an expanding, connected platform that brings together operational data, analytics, and business workflows. With offices in Chicagoland, Cork, Ireland, and The Woodlands, Texas, we are growing our team and extending our reach across North America, Europe, and Latin America.

The Opportunity

We are seeking a Human Resources Manager to lead our HR function and build practical people programs that support our growth. You will partner with leadership, coach managers, and serve as a trusted resource for employees while remaining directly involved in recruiting, employee relations, benefits, and day-to-day HR operations.

You will work with Finance, department leaders, benefits brokers, payroll providers, employment counsel, and local HR resources. The role supports our U.S. and Ireland teams and helps prepare the people processes needed for future expansion.

Key Responsibilities

People Strategy and Workforce Planning

• Partner with leadership on staffing plans, organizational structure, role clarity, and people priorities that support QT9’s business goals.
• Translate those priorities into an achievable HR plan with clear ownership, timelines, and measures of progress.
• Identify talent and retention risks early and recommend practical actions based on workforce data and employee feedback.

Employee Relations and Manager Coaching

• Provide timely, consistent guidance on performance, workplace concerns, conflict resolution, and employee development.
• Handle sensitive employee matters and workplace investigations with discretion, impartiality, and thorough documentation; involve counsel when appropriate.
• Help managers set clear expectations, give useful feedback, document concerns, and follow through on fair, consistent decisions.

Recruiting and Onboarding

• Lead recruiting across technical, sales, customer-facing, and business roles, partnering with hiring managers on job requirements and structured interviews.
• Improve candidate communication, sourcing, selection, and offer coordination; track recruiting effectiveness and hiring bottlenecks.
• Build consistent onboarding with role-specific training, manager check-ins, and clear expectations for the first 30, 60, and 90 days.

Performance and Employee Development

• Own a performance management process that combines meaningful goals, regular feedback, and consistent reviews.
• Partner with department leaders to develop job descriptions, competency expectations, and career paths that help employees understand how to grow at QT9.
• Identify training needs, strengthen manager capabilities, and support succession planning for critical roles.

Compensation Benefits and Payroll Coordination

• Partner with leadership and Finance on compensation benchmarking, salary ranges, promotions, and annual pay planning.
• Oversee benefits administration, employee communications, enrollment, and annual renewals with external providers.
• Coordinate accurate employee changes, payroll inputs, and issue resolution with Finance and payroll providers; maintain clear ownership and controls.

HR Operations and Compliance

• Maintain clear, current policies and employee handbooks that employees and managers can understand and use.
• Oversee employee records, leave and accommodation processes, onboarding documentation, and offboarding with appropriate confidentiality and retention practices.
• Manage U.S. HR compliance across locations and coordinate Ireland requirements with qualified local advisers and providers.
• Partner with leadership and external advisers on employment practices and people processes as QT9 enters new markets.
• Coordinate departures with managers, Finance, and IT so documentation, employee communications, and access changes are completed promptly.

HR Technology Analytics and Process Improvement

• Improve HRIS and applicant tracking workflows, data accuracy, self-service resources, and reporting; reduce repetitive administration through practical automation (currently using Paylocity & Lattice).
• Use approved AI tools to assist with drafting, knowledge resources, and administrative tasks while protecting employee information and retaining human review of employment decisions.
• Report meaningful measures such as hiring cycle time, onboarding completion, turnover, retention, and performance review completion; explain trends and recommend action.
• Partner with IT and digital transformation teams to protect HR data through appropriate access controls and approved systems.

Culture Engagement and HR Partnership

• Gather employee feedback and work with managers on visible improvements to communication, recognition, and the employee experience across offices.
• Manage external HR partners and recommend improvements that balance employee needs, business requirements, and cost.
• Own day-to-day HR activities, establish clear priorities, and provide timely, reliable support to employees and managers.

What Success Looks Like

• Managers and employees receive timely, reliable guidance and understand HR processes and expectations.
• Hiring is more consistent, candidates stay informed, and new employees have clear onboarding plans and early goals.
• Performance conversations lead to documented expectations, useful development plans, and timely follow-through.
• Employee records, policies, and recurring HR activities are accurate, current, and completed on schedule.
• Leadership receives useful workforce insights and recommendations that improve retention, staffing, and organizational effectiveness.