General Description
The Human Resources Manager serves as the primary HR leader for assigned regions and is responsible for delivering consistent, compliant, and high-performing HR operations in alignment with Chesley Brown International’s mission, values, and performance standards. This role provides strategic and operational HR leadership, oversees HR Generalists, Recruiters, and HR Assistants, and partners closely with Regional Directors, Security Directors, and corporate leadership.
The HR Manager is fully accountable for employee relations, compliance, workforce planning, performance management, and HR program execution. This position requires proactive leadership, sound judgment, and the ability to manage complex, multi-site operations while fostering a professional, employee-focused, and high-performance culture.
Essential Duties & Responsibilities
HR Leadership & Ownership
-
Lead and oversee all HR operations for assigned regions, ensuring timely, accurate, and compliant execution of HR deliverables.
-
Provide daily direction, coaching, mentoring, and accountability for HR Generalists, Recruiters, and HR Assistants.
-
Ensure HR staff are properly trained, informed, and meeting performance expectations.
-
Serve as the primary HR escalation point for employee relations, compliance concerns, investigations, and policy interpretation.
-
Partner with corporate and regional leadership to implement HR strategies, initiatives, and process improvements.
Benefits Administration
-
Oversee the administration of employee benefits programs, including health, dental, vision, retirement, and other voluntary benefits.
-
Manage the benefits administration portal to ensure accurate employee enrollment, updates, and reporting.
-
Ensure benefits programs comply with federal, state, and local regulations (e.g., ACA, ERISA, COBRA).
-
Serve as the primary point of contact for employees regarding benefits questions, enrollments, changes, and claims.
-
Partner with external vendors and brokers to manage plan offerings, open enrollment, and communications.
Employee Relations & Compliance
-
Lead and manage investigations related to employee complaints, misconduct, policy violations, and workplace issues; recommend corrective actions with appropriate documentation.
-
Ensure compliance with all applicable federal, state, and client-specific regulations, including FLSA, EEOC, ADA, FMLA, and I-9 requirements.
-
Oversee employee leave administration, workplace accommodations, and return-to-work programs.
-
Ensure consistent and fair application of HR policies across regions to reduce risk and protect company interests.
Talent Management & Workforce Planning
-
Support workforce planning, staffing forecasts, promotions, and succession planning in partnership with Regional and Security Directors.
-
Oversee recruiting strategies, ensuring compliance with hiring standards, background checks, onboarding accuracy, and time-to-fill expectations.
-
Support employee development, internal mobility, and retention initiatives.
Performance Management & Culture
-
Drive the performance management and annual review process, ensuring objective, timely, and compliant documentation.
-
Coach leaders on performance expectations, documentation standards, feedback delivery, and corrective action processes.
-
Foster a culture of professionalism, accountability, high performance, and employee appreciation.
HR Systems, Reporting & Administration
-
Manage HRIS workflows, employee status changes, payroll support processes, and data integrity.
-
Prepare and present HR reports related to turnover, retention, investigations, training compliance, and performance metrics.
-
Maintain and support internal or external HR audits.
Budgeting & Program Management
-
Develop, manage, and monitor HR budgets related to recruiting, training, and employee initiatives.
-
Evaluate HR programs for effectiveness and recommend improvements or cost-saving opportunities.
Client & Leadership Support
-
Attend leadership and client-site meetings as the HR liaison to support workforce compliance and operational expectations.
-
Provide guidance to leadership on HR best practices, policy application, and risk mitigation.
Decision-Making Authority
-
Make decisions regarding HR policy interpretation, corrective actions, and employee relations outcomes.
-
Approve staffing adjustments, hiring recommendations, pay changes, and HR-related expenditures within delegated authority.
-
Determine when legal, corporate, or sensitive matters require escalation to Corporate HR or senior leadership.
Knowledge, Skills & Abilities
-
Expert knowledge of HR operations, employment law, and compliance requirements.
-
Strong leadership and supervisory skills with the ability to coach, direct, and hold staff accountable.
-
Excellent written and verbal communication skills, including investigation and documentation proficiency.
-
Ability to manage confidential and sensitive information with discretion and sound judgment.
-
Strong organizational skills with the ability to manage competing priorities in a fast-paced, multi-site environment.
-
Proficiency in HRIS platforms, Microsoft Office (Word, Excel, Outlook, Teams), and HR reporting systems.
Qualifications
-
Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s preferred).
-
Minimum of 5 years of progressive HR experience, including at least 2 years in a supervisory or leadership role.
-
Professional HR certification (PHR, SHRM-CP, SPHR) strongly preferred.
-
Experience supporting multi-site operations, service-based environments, or the security industry preferred.
Work Environment
-
Fast-paced environment supporting 24/7 operations with frequent interaction with field leadership.
-
Requires consistent follow-through and availability during critical HR issues or escalations.
Work Schedule
-
Standard business hours with flexibility required to support investigations, hiring needs, and field operations.
Physical Requirements
-
Ability to sit, stand, walk, and move between office and client sites as needed.
-
Ability to lift up to 20 pounds occasionally for HR materials or event support.
Travel Requirements
-
Regional travel required (approximately 10–25%) to support investigations, training, hiring events, or HR audits.
Equal Employment Opportunity Statement
Chesley Brown International is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, sex, national origin, disability, veteran status, or any other characteristic protected by law.
This Human Resources Manager role serves as the primary HR leader for assigned regions, responsible for ensuring consistent, compliant, and high-performing HR operations. The manager provides strategic and operational HR leadership, overseeing a team of HR Generalists, Recruiters, and Assistants. Key accountabilities include managing employee relations, compliance, workforce planning, performance management, and HR program execution, while partnering closely with regional and corporate leadership to implement HR strategies and foster a professional, high-performance culture.
Essential duties encompass leading HR operations, benefits administration, conducting employee relations investigations, and ensuring adherence to all federal and state regulations. The role also involves supporting talent management, driving performance review processes, and managing HR systems and reporting. Candidates should possess expert knowledge of HR operations and employment law, strong leadership skills, and a Bachelor's degree in HR or a related field with a minimum of 5 years progressive HR experience, including at least 2 years in a supervisory capacity. Professional HR certification and experience in multi-site operations are highly preferred, with regional travel required.
