Human Resources Manager

Role overview

A fast-growing distribution business operating across multiple states is looking for an experienced HR Manager to serve as its primary internal HR lead. This person will help create structure, lower compliance exposure, support both employees and managers, and put scalable HR systems in place while preserving a people-centered workplace.

This is a hands-on build-out role. The selected candidate will review the current state of HR, spot gaps in compliance and processes, rank the most urgent priorities, and roll out practical improvements in phases. The company is seeking someone who can function as a stand-alone HR department at the outset and work closely with the Business Operations Manager, COO, CEO, ownership, and site managers.

Core responsibilities

• Set up and formalize the HR foundation by developing policies, procedures, hiring workflows, and an employee handbook, while coordinating review with leadership.
• Support a multi-state workforce, including remote employees and teams in states with more complex employment rules such as California and New York.
• Modernize personnel records by reviewing paper files, separating sensitive documents correctly, and helping choose a digital document approach using ADP, OneDrive, or another approved system.
• Make fuller use of ADP TotalSource and the PEO setup for onboarding, E-Verify, self-service, document handling, communications, reporting, and compliance support.
• Advise managers on employee relations matters such as performance issues, disciplinary actions, investigations, terminations, and consistent documentation practices.
• Design a more reliable recruiting and onboarding workflow covering requisitions, job ads, interviews, offers, new-hire paperwork, and coordination with payroll and management.
• Help employees understand benefits, 401(k), time-off rules, and HR resources, with communication methods that work for warehouse staff who may not use company email.
• Support employee engagement and culture-building efforts through communication, recognition, training, manager support, and initiatives that resonate with an hourly workforce.
• Partner with leadership by presenting priorities, risks, recommendations, tradeoffs, and rollout plans in a clear, practical, business-oriented manner.

Work style and expectations

The role calls for someone who is comfortable building structure from the ground up, handling broad HR responsibilities, and making thoughtful decisions in a growing, multi-location environment.