Role Purpose 

The HR Manager plays a central role in supporting client groups through strong HR partnership, sound employee relations guidance, and effective management of annual people processes. Working closely with the Director, HR, this role provides day-to-day support to managers and employees, coaches leaders on people and performance matters, and oversees core HR cycles including performance management, compensation planning, engagement, and development initiatives. The ideal candidate brings solid judgment, clear communication, and the ability to balance multiple stakeholders while maintaining a consistent, high quality employee experience. 

Key Responsibilities 

Annual HR Programs 

• Support execution of annual HR processes: performance reviews, compensation planning, engagement surveys, development planning, and compliance requirements.  
• Own timelines, communications, and report preparation for assigned processes. 
• Track deliverables for client groups and escalate risks or delays as needed. 

Client Group Support 

• Serve as day-to-day HR partner for selected business units, in close partnership with the Director, HR.  
• Provide managers with insight‑driven HR guidance and influence decision-making on people, performance, and organizational issues. 
• Build relationships with leaders and employees; proactively identify themes and recommend solutions.  
• Deliver consistent, high-quality HR support and ensure alignment across teams. 

Employee Relations & Policy Support 

• Serve as an escalation point for employee and manager questions related to policy, pay, timekeeping, benefits, and general HR processes.  
• Independently manage moderate complexity employee relations matters, draft documentation, and exercise sound judgment while knowing when to escalate. 
• Ensure consistent application of HR policies and company standards. 

HR Operations & Systems 

• Lead employee lifecycle transaction management including promotions, job changes, compensation updates, and terminations.  
• Audit employee data for accuracy and compliance; partner with HR Ops and IT to troubleshoot system issues. 
• Monitor and ensure up-to-date organizational charts, headcount reports, and HR analytics. 

Talent Acquisition Partnership 

• Partner with TA on recruitment, including intake (kickoff) meetings, job posting alignment, and interviews (as needed).  
• Track staffing activity, approvals, and onboarding needs for assigned client groups. 
• Manage temporary staffing needs by partnering with temp staffing agencies and hiring managers. 

Talent Development & Program Management 

• Partner with the Talent Development team to develop or facilitate small- to medium-scale trainings, workshops, and talent development sessions (e.g., new manager tools, engagement programs, skill-building sessions).  
• Support the design or adaptation of HR team programs (e.g. mentorship programs, development series, or culture/inclusion initiatives). 
• Analyze engagement insights and partner with the HR team to recommend development solutions for client groups.  
• Lead or support HR-driven initiatives such as focus groups, survey analysis, organizational projects, and cross-functional programs. 
• Manage timelines, communications, and stakeholder updates for assigned projects/offsites or facilitations.