HR Manager

Join New Era Technology, where People First is at the heart of everything we do. With a global team of over 4,500 professionals, we’re committed to creating a workplace where everyone feels valued, empowered, and inspired to grow. Our mission is to securely connect people, places, and information with end-to-end technology solutions at scale.

At New Era, you’ll join a team-oriented culture that prioritizes your personal and professional development. Work alongside industry-certified experts, access continuous training, and enjoy competitive benefits. Driven by values like Community, Integrity, Agility, and Commitment, we nurture our people to deliver exceptional customer service.

If you want to make an impact in a supportive, growth-oriented environment, New Era is the place for you. Apply today and help us shape the future of work—together.

SUMMARY: The Human Resources Manager will lead and oversee the strategic and operational aspects of the Human Resources (HR) department, ensuring alignment with the organization’s mission and objectives. This role focuses on HR strategy, employee experience, performance management, career development, and employee benefits while managing and developing the HR Generalist team.

HIERARCHY:  The HR Manager reports directly to the CHRO who reports to the CEO.

PRIMARY DUTIES: Human Resources Manager shall be responsible for but not limited to the following:

• Strategic HR Leadership:
• Collaborate with senior leadership to understand and implement the organization’s HR strategy and goals related to staffing, retention, and organizational development.
• Research and develop competitive compensation, benefits, and employee incentive programs.
• Monitor trends and best practices in human resources, talent management, and employment law, ensuring the company’s compliance and competitive positioning.
• Employee Experience and Engagement:
• Design and implement initiatives to enhance the employee experience and drive engagement.
• Lead employee recognition programs in collaboration with the Marketing team.
• Conduct surveys and analyze data to inform HR policies and initiatives.
• Performance Management and Career Development:
• Develop and oversee performance appraisal systems and tools to support continuous feedback and career development.
• Create learning and development programs, providing employees with growth opportunities aligned with business objectives.
• Employee Relations:
• Serve as an escalation point for sensitive employee matters, including disputes, disciplinary actions, and terminations.
• Advise and train managers on best practices for employee relations and performance management.
• Conduct exit interviews and analyze trends to inform organizational improvements.
• Compensation and Benefits Management:
• Oversee the administration of compensation, benefits, and leave programs, ensuring compliance with company policies, applicable laws and best practices.
• Act as a liaison with benefits providers and vendors to optimize offerings and cost-effectiveness.
• Ensure compliance with ADA, FMLA, state leave programs, and company policies for employees seeking accommodation and leaves of absence.
• Compliance and Policy Development:
• Partner closely with HR Compliance Manager to ensure compliance with federal, state, and local employment laws and regulations, including but not limited to EEO, OSHA, ACA, and affirmative action programs.
• Ensure regular review and updates to Employee Handbook and HR policies to maintain alignment with legal requirements and organizational goals.
• Team Leadership:
• Manage, mentor, and develop the HR Generalist team to ensure efficient and effective delivery of HR services.
• Provide training and coaching for HR team members to enhance their skills and capabilities.

COMPETENCY:

• Thorough knowledge of employment-related laws and regulations.
• Excellent verbal and written communication skills.
• Experience with multi-state and multi-subsidiary companies.
• Experience with Union Collective Bargaining Agreements.
• Ability to navigate organizational complexity.
• Strong leadership, problem-solving, and decision-making abilities.
• Ability to handle sensitive and confidential situations with professionalism and tact.
• Proficiency with HRIS systems and Microsoft Office Suite, particularly Excel.
• Proven ability to meet deadlines and manage multiple priorities effectively.

REQUIRED EDUCATION:

• Bachelor’s degree in Human Resources, Business Administration, or related field required
• SHRM-CP or SHRM-SCP highly preferred.

EXPERIENCE: At least seven years of progressive HR management experience, including employee relations, performance appraisals, and benefits management.

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