[Hiring] HR Manager @Puget Collision

Role Description

The HR Manager is responsible for leading the organization’s employee relations, performance management, and compliance functions. This role is ideal for an HR professional who excels at navigating complex workplace issues, coaching leaders, and ensuring consistent, legally compliant HR practices. The HR Manager will oversee:

• Performance reviews
• Progressive discipline
• Conflict resolution
• Investigations
• Employment law compliance
• Workers’ compensation
• Leave of absence programs
• Termination processes

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field; HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred.
• 5+ years of HR experience with a strong focus on employee relations, investigations, performance management, and compliance.
• Strong knowledge of federal and state employment laws.
• Exceptional communication, documentation, and interpersonal skills.
• Proven ability to coach leaders, resolve conflict, and navigate sensitive situations with professionalism and discretion.
• Experience managing workers’ compensation, leaves of absence, and unemployment claims.
• Proficiency in Microsoft Office Suite (Word, Excel, Outlook).

Requirements

• Lead the full performance review cycle, including goal setting, mid-year reviews, annual evaluations, and performance calibration.
• Train and coach managers on delivering effective feedback, documenting performance concerns, and supporting employee development.
• Monitor performance trends and partner with leadership to proactively address performance gaps.
• Enhance performance management tools, templates, and training materials.
• Oversee the organization’s progressive discipline process to ensure fairness, consistency, and compliance.
• Guide managers through verbal warnings, written warnings, performance improvement plans (PIPs), and termination recommendations.
• Review all corrective action documentation for accuracy, clarity, and risk mitigation.
• Maintain confidential, detailed records of all disciplinary actions.
• Serve as the primary point of contact for employee relations concerns, providing objective guidance and conflict-resolution support.
• Facilitate mediation between employees and managers to resolve workplace issues and restore productive working relationships.
• Identify patterns or systemic issues and recommend solutions that strengthen culture and engagement.
• Provide leadership coaching on communication, accountability, and effective people management.
• Conduct impartial, thorough investigations into allegations of misconduct, harassment, discrimination, retaliation, or policy violations.
• Interview employees, gather evidence, analyze findings, and prepare clear, well-structured investigation reports.
• Recommend appropriate corrective actions and partner with legal counsel when necessary.
• Ensure investigations are completed promptly, consistently, and in compliance with company policy and employment law.
• Develop and deliver training for managers on performance management, documentation, conflict resolution, employment law basics, and HR policies.
• Coach leaders on handling difficult conversations, building accountability, and strengthening team culture.
• Support leadership development initiatives and organizational training programs.
• Ensure HR practices comply with federal, state, and local employment laws.
• Monitor regulatory changes and update policies, procedures, and training accordingly.
• Partner with legal counsel on complex employee relations matters and high-risk decisions.
• Support compliance audits, reporting, and recordkeeping.
• Manage workers’ compensation claims from initial report through closure, partnering with carriers, managers, and employees.
• Coordinate return-to-work and light-duty programs.
• Ensure compliance with safety regulations and maintain required documentation.
• Guide managers through the termination process, ensuring fairness, consistency, and legal compliance.
• Conduct exit meetings if necessary and ensure proper documentation and communication.
• Manage unemployment claims, by representing the company in unemployment hearings when necessary.
• Oversee leave programs including FMLA, ADA, state-specific leaves, and company policies.
• Coordinate with employees, managers, and third-party administrators to ensure accurate tracking and compliance.
• Provide guidance on return-to-work processes and reasonable accommodations.

Benefits

• Ability to work independently in a remote environment.
• Adaptability in a growing organization.
• Periodic travel (estimated 10–20%) may be required to support newly acquired locations, onboarding efforts, and HR integration activities.
• Travel frequency may increase temporarily during acquisition onboarding periods.