Job Description

Our client a multi state manufacturing & distribution company with revenues over $60 million a year and growing rapidly. This person will own core HR operations, support a multi-state workforce, and partner closely with leadership to professionalize policies, documentation, onboarding, compliance, payroll support, benefits administration, and employee processes as the business continues to grow.

The right candidate will be comfortable in a fast-growing, family-run environment that is transitioning toward a more corporate operating model. This is not a role for someone expecting a fully built HR department underneath them. It is a builder role for someone organized, practical, self-directed, and comfortable creating structure while also handling day-to-day HR needs. We expect this person to grow in the role as the company continues it's rapid expansion.

Key Responsibilities

• HR Operations: Serve as the primary day-to-day HR resource for employees and managers; manage employee questions, HR documentation, personnel files, workflows, and follow-through.
• Policies and Documentation: Build, update, and maintain HR policies, employee handbooks, standard operating procedures, forms, templates, and clear documentation practices.
• Compliance: Support compliance across a multi-state workforce, including Florida, Texas, New York, and California; maintain awareness of employment law requirements and escalate when specialist guidance is needed.
• Payroll and ADP Support: Partner with the business office on payroll-related processes and ADP administration, ensuring accurate employee data, timely updates, and clean HR/payroll coordination.
• Benefits Administration: Support benefits administration, employee communication, enrollment, eligibility tracking, and vendor coordination.
• Onboarding and Offboarding: Create and manage consistent onboarding, orientation, new-hire documentation, employee changes, separations, and offboarding workflows.
• Employee Relations: Provide practical HR guidance to managers and employees on performance, attendance, workplace concerns, documentation, corrective action, and employee relations matters.
• Process Improvement: Identify gaps in current HR practices and implement practical, scalable improvements that support growth, accountability, and consistency.
• Systems and Communication: Use Microsoft 365, Outlook, Teams, OneDrive/SharePoint, ADP, and other HR tools to organize records, communicate clearly, and improve department efficiency.

Required Qualifications

• Hands-on HR generalist or HR management experience, preferably in a growing or mature multi state company where HR processes were being created or improved.
• Working knowledge of payroll coordination and ADP or comparable payroll/HR systems.
• Benefits administration experience, including employee communication, enrollment support, and vendor coordination.
• Practical understanding of employment compliance and HR documentation across multiple states.
• Experience developing or improving policies, employee handbooks, onboarding processes, HR forms, and personnel file practices.
• Strong Microsoft 365 skills, including Outlook, Teams, OneDrive/SharePoint, and general HR systems usage.
• Strong organizational skills, attention to detail, follow-through, and ability to operate independently without heavy training on core HR functions.
• Excellent judgment, confidentiality, professionalism, and communication skills with employees and leadership.

Preferred Qualifications:

• Experience supporting a multi-location workforce or a mix of corporate, operations, warehouse, distribution, or manufacturing employees.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent HR certification.
• Experience with HR audits, employee relations documentation, leave coordination, safety/OSHA coordination, or workers' compensation administration.

Ideal Candidate Profile:

• Builder mindset: Enjoys creating structure, not just maintaining what already exists.
• Hands-on and practical: Comfortable owning both strategic HR projects and daily HR administration.
• Growth-ready: Can thrive in a fast-moving environment where not everything is already mapped out.
• Process-driven: Strong at documentation, follow-up, systems, and turning informal practices into repeatable processes.
• Trusted partner: Builds credibility with leadership and employees while maintaining confidentiality and sound judgment.
• Long-term potential: Has the capability to grow with the company as the HR function expands over time. Someone who wants to be a future Director level.