Human Resources Manager
Company Overview ACT 2 Services provides PU&D and linehaul service for the west coast . Through our asset-based operations and solution-oriented service, we can offer custom logistics for each customer. Providing this flexibility drives value to their supply chain. Our current success has come organically over several decades. We began our company in 1985 when our two company founders purchased a location based at SFO. Within just a couple years our company became the premier road feeder service to the air cargo industry between DFW, LAX, SFO, PDX, SEA, YVR and SLC. Position Details: · Reports To: President · Location and Work Arrangement: South San Francisco – in office 5 days/week · Employment Classification: Exempt · Travel: 10% to various locations on the West Coast and in Texas Salary Range : $115K-$125K Depending on Experience Job Summary: The Human Resources Manager is a hands-on HR leader responsible for employee relations, legal compliance, talent acquisition, performance management, benefits and leave administration, HR systems, and the consistent administration of Company policies and practices. The position partners with leadership and operational managers to support an engaged, accountable, safe, and service-oriented workforce across the Company’s locations. Supervisory Responsibilities: · Recruits, interviews, hires, trains, and develops staff. · Oversees the daily workflow of the HR function and establishes priorities, service standards, and appropriate controls. · Provides constructive and timely performance feedback and ensures managers are completing annual evaluations · Makes recommendations regarding HR staffing, performance, discipline, and termination in accordance with Company policy and applicable law. Duties/Responsibilities: · Partner with the leadership team to understand and execute the organization’s HR and talent strategy, particularly as it relates to current and future workforce needs, recruiting, retention, employee engagement, organizational development, and succession planning. · Serve as a trusted advisor to managers and employees regarding workplace concerns, performance issues, attendance, conduct, conflict resolution, discipline, reasonable accommodations, and terminations. Conducts prompt, thorough, impartial, and well-documented workplace investigations and recommends appropriate corrective action. · Manage the talent acquisition process, including workforce planning, job descriptions, recruitment, interviewing, selection, offers, background-check processes, and hiring of qualified applicants. Collaborates with departmental managers to define the skills and competencies required for openings and supports recruiting for hourly, operational, managerial, exempt, and professional roles. · Create learning and development programs and initiatives that provide internal development opportunities for employees. · Develop and administers the Company’s performance-management process, including goal setting, performance reviews, coaching, performance improvement plans, succession planning, and employee development. · Train and coach managers regarding interviewing, onboarding, performance management, documentation, discipline, terminations, harassment prevention, wage-and-hour compliance, and consistent application of Company policies. · Oversee employee onboarding and offboarding, including offer letters, employment eligibility documentation, new-hire orientation, policy acknowledgments, system-access coordination, exit interviews, and final-pay coordination. · Administer and coordinate employee leaves of absence and the interactive accommodation process, including applicable federal, state, and local leave and accommodation requirements. · Oversee employee benefits administration, including enrollment, employee communications, vendor relationships, annual renewals, open enrollment, and resolution of eligibility and coverage issues. · Partner with Accounting to support accurate and timely payroll processing, including review of employee changes, deductions, wage garnishments, bonuses, commissions, and final pay, as applicable. · Support compensation planning, job classification, pay-range development, market benchmarking, and internal pay-equity reviews. · Coordinate workers’ compensation claims, return-to-work programs, occupational-injury documentation, and communication with employees, managers, carriers, brokers, and medical providers. · Partner with Operations and Safety leadership to promote workplace safety, support required injury recordkeeping and reporting, and identify opportunities to reduce employee injuries and claims. · Manage HR aspects of relationships with temporary staffing agencies and contingent workforce providers, including onboarding requirements, performance concerns, assignment terminations, compliance documentation, and coordination regarding workplace complaints or injuries. · Maintain accurate and confidential personnel, medical, payroll, training, and compliance records in accordance with applicable requirements and Company retention practices. · Serve as the primary administrator of the Company’s HRIS and related HR systems and ensures employee information, workflows, permissions, reports, and records remain accurate and current. · Develop and report meaningful HR metrics, including headcount, turnover, retention, recruiting activity, time to fill, overtime, absenteeism, workplace injuries, workers’ compensation claims, and training completion. · Develop employee-engagement and retention initiatives and prepares clear, consistent HR policies, organizational announcements, benefits information, and other employee communications. · Ensure compliance with applicable federal, state, and local employment requirements, including wage-and-hour practices, meal and rest periods, leaves of absence, reasonable accommodations, employee classification, required training, personnel records, and employment notices. Monitors requirements in each state in which the Company operates and coordinates with outside employment counsel when appropriate. · Maintain current knowledge of HR trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law, with particular emphasis on California requirements and the states in which the Company operates. · Perform other duties as assigned. Required Skills/Abilities: · Excellent verbal and written communication skills. · Excellent interpersonal, negotiation, and conflict resolution skills. · Excellent organizational skills and attention to detail. · Strong analytical and problem-solving skills. · Ability to prioritize tasks and to delegate them when appropriate. · Ability to act with integrity, professionalism, and confidentiality. · Thorough knowledge of employment-related laws and regulations. · Proficient with Microsoft Office Suite or related software. · Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems. · Demonstrated ability to conduct sensitive workplace investigations, exercise sound judgment, and prepare clear and defensible documentation. · Ability to interpret HR data, identify trends, and translate findings into practical recommendations for leadership. · Ability to work effectively in both office and warehouse environments and build credibility with employees and managers at all levels. Education and Experience: · Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; equivalent relevant experience will be considered. · At least five years of progressively responsible HR experience, including at least two years in an HR management or senior HR generalist role, strongly preferred. · Demonstrated experience with employee relations, workplace investigations, leaves and accommodations, wage-and-hour compliance, performance management, and terminations required. Strong working knowledge of California employment practices required; multi-state HR experience strongly preferred. Experience supporting logistics, transportation, warehousing, distribution, manufacturing, or another hourly-workforce environment strongly preferred. SHRM-CP, SHRM-SCP, PHR, SPHR, or PHRCA certification preferred. Physical Requirements: · Prolonged periods of sitting at a desk and working on a computer. · Must be able to lift 15 pounds at times. · Must be able to regularly access and navigate office and warehouse environments and travel between Company locations as needed. Equal Employment Opportunity and Job Scope: · The Company is an equal opportunity employer and makes employment decisions without regard to any characteristic protected by applicable federal, state, or local law. · This job description is intended to describe the general nature and level of work performed. It is not an exhaustive list of all responsibilities, duties, qualifications, or working conditions. Responsibilities may be modified to meet business needs, with or without notice, consistent with applicable law. Pay: $115,000.00 - $125,000.00 per year Benefits: 401(k) 401(k) matching Dental insurance Health insurance Life insurance Paid time off Vision insurance Education: Bachelor's (Required) Experience: Human Resources: 5 years (Required) HR Management: 2 years (Preferred) Work Location: In person
Наблюдалась 2026-09-14, впервые 2026-09-10, источник — Indeed.