Job Description
We are hiring an HR Manager to lead HR Operations and build the practices that will carry us through the next phase of growth. You will own employee relations, compliance, benefits, leave, payroll coordination, HR systems, and policy administration, and you will lead a team of two HR Generalists.
This is a build role. Many of our people processes are early in their maturity, and we are moving from an outsourced HR support model toward stronger internal capability. You will be creating structure, not maintaining someone else's. If you are energized by that, and by helping scale an organization from roughly 150 employees toward 600+ employees over the next two years, this is a strong fit.
You will report to the Director of HR & Talent and partner directly with operations, engineering, finance, and executive leadership.
What You Will Do
Lead the HR Operations Team
- Coach, develop, and mentor the Lead HR Generalist and HR Generalist.
- Set HR service standards, response expectations, and work priorities.
- Build scalable HR workflows and reduce manual administrative work.
Own Employee Relations and Manager Support
- Serve as the primary escalation point for employee relations concerns.
- Conduct workplace investigations covering policy concerns, conflict, misconduct allegations, and complaints.
- Coach managers through performance concerns, corrective action, documentation, and difficult conversations.
- Drive fair and consistent application of policy across departments.
Keep Us Compliant
- Ensure HR practices meet federal, state, and local employment law requirements.
- Lead policy administration, interpretation, and rollout, including handbook updates.
- Maintain compliant recordkeeping, run HR audits, and close identified gaps.
Manage Benefits, Leave, and Payroll Coordination
- Oversee day-to-day benefits administration and employee support.
- Manage leave administration, accommodations, and return-to-work coordination.
- Coordinate HR payroll inputs with Finance and external payroll partners.
- Ensure employee data is accurate and current in our HR systems.
Improve Systems, Data, and Process
- Support HRIS administration, data integrity, and process governance.
- Build HR reporting on turnover, retention, employee relations trends, leave activity, onboarding completion, and compliance status.
- Use recurring issue patterns to drive process improvements.
- Ensure HR service tickets are assigned, tracked, and resolved on time.
Partner with the Business
- Support workforce planning, performance management, talent review, and internal mobility.
- Partner with Talent Acquisition on clean handoffs from offer acceptance through Day One readiness.
- Champion culture, professionalism, and consistent leadership practices.
Required Qualifications
- Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field, or equivalent experience.
- Seven (7) or more years of progressive Human Resources experience.
- Three (3) or more years leading or supervising an HR team.
- Strong employee relations and workplace investigation experience.
- Working knowledge of California and multi-state employment law.
- Experience across compliance, benefits, leave administration, and employee lifecycle processes.
- Experience coaching managers through employee relations and performance matters.
- Sound judgment, discretion, and strong communication skills.
- Ability to thrive in a fast-paced, changing, high-growth environment.
Desired Qualifications
- Manufacturing, industrial, construction, or electrical industry experience.
- Experience moving an organization from a PEO or outsourced HR model to an internal HR structure.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
- High-growth company experience.
- Experience improving HR systems, workflows, and process documentation.
- Experience with HRIS, HR ticketing, LMS, or payroll platforms.
A Note on the Role
This is a build-and-scale role. Some processes are still being developed and priorities shift as we grow. Success here takes strong judgment, collaboration, ownership, and a bias toward improving things.
Butcher Power Products is in hyper-growth mode and actively building internal HR capability after years of operating within a PEO-supported model. The HR organization is still in the early stages of its transformation, creating a unique opportunity to help shape the function, build scalable systems, and establish practices that will support the company's future growth.
Every role on this team is expected to scale as the company does. As headcount grows, so do the teams, the scope, and the leadership opportunities. If you want to look back in a few years at an HR organization you helped build rather than one you inherited, this is that opportunity.
