Title: Senior HR Manager
Location: Guilford, fully onsite with flexibility for extenuating circumstances
Salary: $95,000-$105,000
Responsibilities of Senior HR Manager:
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Serve as a trusted resource to leaders and employees, providing clear guidance and timely support.
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Maintain oversight of department high-quality HR documentation (notes, letters, warnings, investigation files, leave records) and ensure proper confidentiality.
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Lead or oversee complex employee relations matters including investigations, conflict resolution, performance improvement, corrective action, and separations.
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Coach leaders on effective feedback, documentation, progressive discipline, and respectful communication.
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Identify systemic people issues and recommend practical interventions.
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Partner with the Director of Organizational Compliance & Training and the Talent & Engagement Manager to design, implement, and maintain clear, structured career pathways across the organization.
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Define role competencies, progression criteria, and development milestones that support employee growth, internal mobility, and succession planning.
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Promote awareness and utilization of career pathways among leaders and employees to strengthen retention and engagement.
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Monitor effectiveness of career pathway initiatives through metrics (e.g., internal promotions, retention, advancement rates) and recommend continuous improvements.
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Manage leave and accommodation processes (FMLA, relevant state programs, ADA accommodations) with accurate tracking and documentation.
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Coordinate with payroll/benefits vendors as needed; ensure employees receive clear, consistent communication.
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Maintain strong working knowledge of federal and state employment laws and translate requirements into day-to-day practice.
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Own a compliance calendar and ensure required documentation and reporting are completed on time.
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Conduct routine internal audits/quality checks (e.g., I-9s/onboarding documentation, personnel files, leave files, policy acknowledgements, applicant flow where applicable) and drive corrective action.
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Oversee or coordinate benefits and compensation administration to ensure accurate changes, clear communication, and timely completion of annual cycles.
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Develop and maintain compensation analysis tools and practices (e.g., salary range support, internal equity review process, market benchmarking coordination, pay-change documentation standards) and provide recommendations.
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Collaborate with Talent & Engagement Manager on recruiting, onboarding, retention initiatives, and professional development.
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Ensure hiring processes are consistent, compliant, and well documented; support workforce planning with program leaders.
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Provide oversight for the full employee lifecycle processes that connect to talent work, including onboarding quality/consistency, offboarding execution, and exit feedback loops.
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Oversee separation/offboarding processes to ensure timely, compliant, and well-documented execution (checklists, access removal coordination, final pay/benefits coordination as applicable).
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Oversee HRIS data integrity and adoption; improve workflows, reporting, and automation where appropriate.
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Build and maintain useful HR metrics for leaders (e.g., turnover, time-to-fill, onboarding completion, leave trends, ER themes, engagement indicators).
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Identify and implement operational efficiencies that improve speed, clarity, and accuracy.
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Lead, coach, and develop the HR team to increase capability, confidence, and accountability.
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Implement cross-training plans so key processes have reliable coverage.
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Support organization-wide change management with clear communication plans, leader coaching, and adoption support.
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Provide leadership coverage and continuity of HR operations as needed.
Preferred Qualifications of the Senior HR Manager:
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Bachelor’s degree in HR, Business, or related field (or equivalent combination of education and experience).
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8+ years of progressive HR experience with a strong, hands-on generalist background.
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2+ years leading or supervising an HR team (directly or in a lead role with clear coaching/mentoring responsibility).
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SHRM-CP/SCP Certification is a plus.
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HRIS proficiency and strong documentation skills.
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