[Hiring] Human Resource Manager @Integrity National Corporation

Role Description

The Human Resources Manager leads day-to-day HR operations and serves as the primary resource for employee relations, investigations, policy interpretation and application, manager coaching, labor relations, compliance execution and oversight, and cross-functional HR process ownership. The role ensures that HR practices support Integrity's growth objectives, operational needs, employee experience, and compliance obligations across a multi-state, labor-intensive workforce.

The HR Manager works closely with executive leadership, the HR Generalist, Recruiting, Account Managers, Operations, and Finance/Payroll to establish clear ownership, strengthen controls, support managers, and deliver consistent HR services.

Key Responsibilities

• HR Leadership & Operations:
  • Lead and coordinate day-to-day HR operations across corporate and field locations.
  • Establish clear ownership, decision-making authority, operational responsibilities, handoffs, and escalation procedures across HR and partner functions.
  • Develop, maintain, and implement HR policies, procedures, SOPs, and practical manager resources.
  • Provide leadership with factual updates on HR workload, risks, priorities, compliance matters, and process-improvement initiatives.
• Employee Relations, Investigations & Manager Support:
  • Serve as the primary professional HR resource for employee relations matters and sensitive workplace concerns.
  • Lead or coordinate workplace investigations and support complex discipline, performance improvement, and termination matters.
  • Interpret and apply HR policies consistently and coach managers on performance, documentation, escalation, and appropriate employee actions.
  • Provide guidance on leave, accommodation, retaliation, harassment, discrimination, and other matters requiring professional HR judgment.
• Labor Relations and Collective Bargaining Agreement Administration:
  • Administer and ensure compliance with applicable Collective Bargaining Agreements (CBAs), including provisions governing wages, benefits, seniority, scheduling, overtime, discipline, and other employment conditions.
  • Serve as the primary HR resource for union-related employee matters, grievances, and labor relations concerns.
  • Partner with Account Managers and Operations leadership to ensure consistent interpretation and application of CBA provisions.
  • Coordinate grievance investigations, responses, documentation, and contractual deadlines.
  • Support labor-management meetings, union communications, and collective bargaining activities in coordination with executive leadership and legal counsel, as appropriate.
  • Identify, address, and escalate potential labor relations risks and contractual compliance issues.
• Compliance & Risk Management:
  • Ensure consistent execution of applicable federal, state, and local employment requirements.
  • Oversee onboarding compliance, I-9/E-Verify controls, work-authorization monitoring, employee-record requirements, and corrective action for identified gaps.
  • Support Ready-to-Start and Ready-to-Pay controls and clarify ownership for compliance and payroll-readiness exceptions.
  • Coordinate audits, compliance calendars, required reporting, documentation standards, and risk-remediation activities.
• UKG / HRIS Functional Ownership:
  • Serve as the HR functional owner and internal subject-matter resource for UKG.
  • Govern HR workflows, checklist configuration, permissions, job and profile mappings, reporting needs, and user practices.
  • Coordinate UKG improvements, upgrades, configuration issues, and vendor support.
  • Strengthen system-of-record discipline, employee-data accuracy, workflow visibility, reporting, and controls.
• Talent Acquisition, Position Management & Workforce Planning:
  • Partner with Recruiting and Operations to define position requirements, hiring priorities, screening criteria, and target candidate profiles.
  • Provide oversight for professional or complex hiring while routine sourcing, screening, communication, scheduling, and ATS administration remain with Recruiting.
  • Develop and maintain job descriptions and success profiles; support position classification, role design, and compensation benchmarking.
  • Review management hires, nonstandard offers, compensation exceptions, and recruiting-vendor needs.
• Onboarding, Benefits, Leave & Employee Support:
  • Provide professional oversight of onboarding, records administration, benefits transactions, offboarding, and employee support activities.
  • Oversee benefits vendor and employee communications and provide escalation support for complex plan or eligibility matters.
  • Administer or oversee FMLA, ADA/accommodations, return-to-work, and related documentation and decisions.
  • Ensure HR services remain accessible through clear, practical, and assisted support pathways where employee self-service is not effective.
• Manager Enablement & Cross-Functional Partnership:
  • Clarify frontline people-management responsibilities, HR boundaries, documentation requirements, and escalation expectations.
  • Develop or coordinate role-based manager training, job aids, templates, and recurring HR reinforcement.
  • Partner with Finance/Payroll to strengthen employee setup, payroll readiness, deductions, corrections, and HR-related payroll exception resolution.
  • Use HR inquiries, employee-relations trends, and process exceptions to identify training, policy, workflow, and system improvements.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.
• Five or more years of progressive professional HR experience, including employee relations, investigations, manager coaching, compliance, and HR operations.
• Demonstrated knowledge of labor relations and CBA administration, including grievances, contractual deadlines, and consistent application of negotiated provisions.
• Experience supporting multi-site, hourly, union, government-contract, facilities-management, janitorial, or other labor-intensive workforces preferred.
• Strong HRIS capability; UKG Ready experience strongly preferred.
• Bilingual English/Spanish capability preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Strong judgment, confidentiality, documentation, communication, analysis, and cross-functional partnership skills.

Key Performance Indicators

• Employee-relations and investigation case timeliness and documentation quality.
• CBA compliance, grievance response timeliness, and contractual-deadline adherence.
• I-9/E-Verify, work-authorization, onboarding, Ready-to-Start, and Ready-to-Pay compliance results.
• HR service-response and escalation effectiveness.
• UKG workflow, reporting, data-quality, and user-adoption improvements.
• Recruiting and onboarding efficiency, new-hire retention, turnover, and performance-review completion.
• Manager training completion and compliance with documentation and escalation expectations.