Human Resources Manager
This is the employer's own posting, not a copy on a job board.
What we know
Is it still open?
Confirmed still open
Last checked 10h ago — checked against the employer's own applicant tracking system, which is the company answering directly.
We re-read the employer's own applicant tracking system and the posting was still there. That is the company answering directly.
How old is it?
Posted 4d ago
The date the source published, not the day we noticed it (2026-10-29). Last seen at its source just now.
We have tracked this listing since 29 Oct 2026 (3 days). The employer's own board has carried it every time we have read it, most recently just now.
Is it remote?
Marked remote on the employer's board
Their board carries a remote setting on this posting — a field they filled in, not wording we read. The location field names somewhere specific, which is usually where the team or the entity sits.
Who may apply?
United States
The description states no restriction of its own. This is the source's own tag.
Pay not stated
Similar roles pay $90k–162.5k/yr
Middle 50% of 312 listings that do state pay — People · all levels · United States · USD/year. This employer has published no salary; this is what comparable listings we hold disclose, never converted between currencies or periods. How this is calculated.
Skills named in the ad
Recognised terms only, from a fixed vocabulary — this is what CV matching compares against.
Carried by 1 source
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Workable employer's own board first seen 3d ago · last seen just now
The listing
Job Purpose
The Human Resources Manager is responsible for the day-to-day management and execution of Christie Lites' Human Resources functions, including employee relations, HR administration, payroll, benefits and employee engagement. The role serves as the primary HR resource for employees and managers while overseeing the effective execution of established HR programs, policies and priorities.
Responsibilities
1. Employee Relations & Manager Support
2. HR Operations & Administration
3. Payroll, Benefits & Employee Engagement
4. HR Compliance & Risk
5. HR Team Management & Execution
1. Employee Relations & Manager Support
- Serves as the primary HR resource for employee concerns, workplace conflicts, disciplinary matters and performance issues.
- Guides managers through employee-related situations, ensuring appropriate documentation and follow-through.
- Manages employee investigations, corrective actions and terminations.
- Handles complex employee matters and coordinates with employment counsel when appropriate.
- Escalates significant employee issues or risks to the CHRO.
2. HR Operations & Administration
- Oversees the day-to-day administration of HR policies, programs and processes.
- Ensures employee records, employment changes, onboarding/offboarding and leave administration are accurate and properly maintained.
- Ensures company HR policies and procedures are consistently administered.
- Identifies recurring issues or process gaps and recommends improvements.
3. Payroll, Benefits & Employee Engagement
- Oversees the Payroll, Benefits and Employee Engagement functions and provides direction to the Coordinators responsible for each area.
- Ensures payroll is processed accurately and timely.
- Oversees benefits administration, including enrollment, eligibility, employee support and coordination with benefit providers.
- Oversees employee engagement programs, communications and initiatives.
- Executes changes to payroll, benefits and employee programs as established by the CHRO.
4. HR Compliance & Risk
- Ensures HR practices, policies and employee documentation comply with applicable employment requirements.
- Maintains appropriate documentation for employee relations, disciplinary matters, investigations and terminations.
- Identifies and escalates employment risks and coordinates with outside counsel or other resources when necessary.
5. HR Team Management & Execution
- Manages and provides day-to-day direction to assigned HR Coordinators.
- Establishes clear expectations and accountability across the HR team.
- Ensures employee matters and HR priorities are carried through to resolution.
- Executes departmental initiatives and priorities established by the CHRO.
- Provides the CHRO with visibility into significant employee issues, trends and matters requiring executive-level decisions.