HR Manager

Position Purpose

The Human Resources (HR) Manager is responsible for the execution of the day to day operations of the HR Department. Through oversight, administration, and continuous improvement of HR operations and compliance functions that drive the employee lifecycle at REV. This role ensures that HR practices support the organization's strategic goals, reinforces REV DNA, and promotes a consistent, compliant, and engaging employee experience. The HR Manager is a trusted partner to leadership, advising on policy interpretation, employee relations, compensation, and workforce planning, while ensuring alignment with regulatory standards and REV's cultural values.

Essential Duties & Responsibilities

Assumes responsibility for the effective execution of HR operations:

• Oversees daily HR Activities, ensuring consistent and compliant execution of employment policies, procedures, and practices.

• Administers and monitors programs related to employee relations, performance management, compensation, and benefits.

• Ensures compliance with federal and state regulations (EEO, ADA, FMLA, FLSA, OSHA, etc.).

• Reviews and approves personnel actions, ensuring accurate and timely processing through the HRIS.

• Collaborates with the HRIS & Payroll Administrator to ensure data accuracy and workflow efficiency across all HR systems.

• Oversees the integrity and confidentiality of personnel files and HR records.
  

Assumes responsibility for employee relations and compliance support:

• Serves as a primary advisor to manager and employees on HR policies, procedures, and performance-related issues.

• Partners with People Dynamics and leadership to promote constructive communication and resolution of employee concerns.

• Partners with People Dynamics and leadership to conduct or oversee investigations of employee complaints, ensuring fairness, consistency, and adherence to policies, procedures, and past precedent.

• Develops and implements HR policies and procedural updates as needed to maintain compliance and cultural alignment.

• Tracks employee relations issues and recommends proactive solutions to ensure a first-class employee experience.

• Support legal and regulatory reporting, audits, and responses in coordination with senior leadership.
  

Assumes responsibility for strategic workforce planning and talent management:

• Collaborates with leadership to identify staffing needs and workforce trends; supports proactive planning for current and future roles.

• Provides leadership to the Talent Acquisition Specialist(s) to ensure hiring strategies align with organizational goals and internal equity.

• Supports compensation and benefits analysis, market studies, and salary structure administration in collaboration with OD leadership.

• Utilizes data and analytics to inform workforce decisions, retention initiatives, and organizational design improvements.

• Partners with REV Learns and People Dynamics to align onboarding, learning, and engagement initiatives through the employee lifecycle.
  

Assumes responsibility for continuous improvement of HR processes and the employee experience:

• Continuously evaluates HR systems, workflows, and processes to improve efficiency, scalability, and employee experience.

• Ensures HR technology solutions are fully leveraged.
Contributes to employee communications and supports rollout of new programs and initiatives.

Assumes responsibility for establishing and maintaining effective communication, coordination, and professional working relations with employees and vendors:

• Ensures employee payroll, benefits, and personnel actions are promptly carried out.

• Ensures management is appropriately informed of areas of personnel improvement.

• Completes reporting requirements accurately and timely.

• Ensures questions and concerns are promptly and courteously resolved.

• Teaches self service options to employees.

Assumes responsibility for the leadership, development, and management of employees within management line to ensure optimal performance:

• Manage and lead a cohesive, highly trained, and motivated team of professionals, fostering a culture of innovation and continuous improvement to meet the needs of REV.

• Coach and develop staff through effective leadership and sound practices to maximize productivity, efficiency, employee development, as well as the supporting and maintaining of the desired culture.
• Establish annual, short-term and long-term performance goals and metrics that align with the goals of REV for each employee within management line.
• Execute on management fundamental of timely recruitment, onboarding of employees, timecard approval, performance review completion, and HR stakeholder meetings.

Assumes responsibility for related duties as required or assigned.

Skills & Qualifications

Education, Certifications, and Experience:

• Bachelor's Degree in an applicable field from an accredited university or college; or applicable experience, required

• HR certification required (PHR, SPHR, SHRM-CP, or SHRM-SCP).

• HR or Organizational Development management experience required.

• Five (5) to ten (10) years of related, progressive experience.

• Experience working within a financial institution desired, but not required.

• Demonstrated experience in employee relations, policy interpretation, and HR compliance management.
  

Skills/Abilities:

• Deep knowledge of employment law, HR compliance, and federal/state regulations affecting the HR function.

• Proven ability to exercise sound judgment based on accurate and timely analysis.

• Excellent attention to detail, accuracy, and follow-through across multiple priorities.

• Strong analytical, reasoning, and creative problem-solving skills with the ability to identify root cases and propose practical solutions.

• Highly effective written and verbal communication skills, including the ability to compose reports, manuals, procedures, and policies.

• Strong public speaking and presentation skills, with the ability to engage audiences at all organizational levels.

• Demonstrated proficiency with HRIS systems and Microsoft Office Suite.

• Proven ability to collaborate effectively across departments and with employees at all levels.

• Proven leadership capability in coaching, developing, and guiding direct reports.

• Ability to balance strategic thinking with hand-son execution in a fast-paced environment.

• Strong interpersonal awareness, emotional intelligence, and discretion when handling confidential information or sensitive employee issues.

• Commitment to embodying and reinforcing REV DNA - integrity, ambition, passion, humility, and emotional intelligence.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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