Manager Elevate HR

Accountabilities • Lead, coach, and performance-manage a team of Client HR Partners, ensuring consistent application of HR best practices, service standards, and advisory principles.

• Conduct regular one-on-ones, case reviews, and skill-based coaching focused on employee relations, compliance judgment, client consultation, and service effectiveness.

• Identify skills gaps and development needs through performance and trend analysis, partnering with relevant stakeholders to implement targeted training and development initiatives.

• Support recruitment, onboarding, and ramp-up of new HR professionals, emphasizing consultative HR practices, risk-based guidance, and effective client portfolio management.

• Provide guidance and quality oversight for employee relations matters, including performance management, corrective actions, investigations, and terminations.

• Serve as an escalation point for complex or high-risk HR situations, ensuring appropriate documentation, legal and compliance alignment, and adherence to established service standards.

• Ensure consistent, high-quality HR service delivery that supports client satisfaction, retention, revenue growth, and employee satisfaction.

• Provide HR recommendations aligned with client culture, business objectives, advisory boundaries, and applicable federal, state, and local employment laws.

• Maintain hands-on HR responsibilities for selected client groups when needed, with an emphasis on strategic consultation rather than transactional execution.

• Identify recurring client risks, policy gaps, and emerging HR trends, developing mitigation, education, and process-improvement strategies.

• Partner with service delivery and client services leadership to align HR operations with broader business objectives and opportunities for client retention and growth.

• Balance case volume and complexity across the team to meet service expectations and service-level agreements.

• Review HR service metrics, including employee relations trends, case types, escalation frequency, and client risk indicators, to guide coaching and operational improvements.

• Act as an internal client advocate by providing feedback on systems, workflows, and operational requirements affecting HR service delivery.

• Foster a culture of accountability, psychological safety, continuous learning, and ethical HR decision-making.

• Travel to client sites as required, with travel potentially reaching up to 50%.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field.

• Active HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.

• 5+ years of progressive HR experience, including employee relations, employment compliance, and policy development.

• 2+ years of people leadership experience, preferably managing HR professionals or client-facing HR teams.

• Strong working knowledge of multi-state employment laws, HR compliance, and risk management.

• Experience in managed services, PEO, ASO, outsourced HR, or a similar service-oriented HR environment is preferred.

• Demonstrated ability to coach HR professionals in consultative, client-facing roles.

• Experience collaborating with payroll, benefits, legal, operations, and other cross-functional teams.

• Strong judgment and discretion when handling complex, sensitive, or high-risk employee relations matters.

• Strong analytical and data-literacy skills, with the ability to translate service trends and HR insights into actionable recommendations.

• Excellent communication, relationship-building, coaching, and stakeholder-management skills.

• Strong organizational skills and the ability to manage competing priorities in a fast-paced environment.

• Comfortable working remotely while maintaining consistent availability during designated business hours.

• Ability to work extensively with computers, phone systems, and multiple software applications throughout the workday.

Benefits

• Fully remote position within the United States.

• Base salary range of $96,200–$137,400 per year , with actual compensation dependent on factors such as experience, skills, and market location.

• Eligibility for an annual performance-based bonus.

• Eligibility for a restricted stock unit grant based on individual performance.

• Medical, dental, and vision benefits.

• Life and disability insurance.

• 401(k) plan and additional financial benefits.

• Career development and professional growth opportunities.

• Supportive, inclusive environment focused on employee development and continuous learning.

• Reasonable accommodations available throughout the application and employment process.

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