Human Resources Manager

About DreamSeat: DreamSeat is a leading provider of commercial-grade seating and branded environment solutions, trusted by professional sports teams, universities, corporations, and venues across North America. From stadium fixed seating and suite furnishings to fully customized branded spaces, we design and deliver environments that people remember and that our clients are proud to put their name on.

We have been in this industry for two decades and our products can be found across more than 90% of professional and minor league sports facilities in the country. But longevity is not what drives us. What drives us is the standard we hold ourselves to and the belief that there is always a better way to serve our customers, build our products, and run our business. That belief has a name: Dream Bigger, Design Smarter, Deliver Better.

Position Summary: DreamSeat is seeking a strategic, entrepreneurial Human Resources Manager to build and lead the HR function at a growing, fast-moving company. This is a high-impact, highly visible role that reports directly to the CEO and is responsible for shaping the people strategy, compliance infrastructure, and organizational culture of a company that operates across multiple states and jurisdictions.

The right candidate is not looking for a role where the system is already built. You are someone who thrives in white space, takes initiative without waiting for permission, and brings structure without sacrificing agility.

This role requires deep expertise in multi-state employment law, a track record of building HR programs from the ground up, and the judgment to balance compliance rigor with operational flexibility. This role has one direct report and full responsibility of the entire HR department.

Essential Functions:

HR Strategy and Leadership

• Serve as the primary HR advisor to the CEO and senior leadership team, providing counsel on people strategy, workforce planning, and organizational design.
• Develop and maintain a multi-state HR infrastructure aligned with company growth objectives, including policies, processes, and technology.
• Lead organizational design initiatives, including job architecture, span-of-control analysis, and workforce restructuring as the company evolves.
• Build and refine the employee value proposition, contributing to employer branding, culture initiatives, and employee engagement strategy.
• Function as a thought partner on organizational effectiveness, anticipating talent risks and recommending proactive solutions.

Compliance and Risk Management

• Ensure the company remains in full compliance with federal, state, and local employment laws across all operating jurisdictions, including but not limited to Title VII, ADA, FMLA, FLSA, and applicable state-specific statutes.
• Develop, implement, and maintain employee handbook policies, standard operating procedures, and compliance documentation.
• Manage multi-state payroll compliance in partnership with Finance, including oversight of wage and hour laws, state-specific leave requirements, and classification standards.
• Lead and document internal investigations, employee relations matters, and separation processes with a consistent, legally defensible approach.
• Oversee background screening, E-Verify, and I-9 compliance programs.
• Maintain working knowledge of benefits compliance requirements, including ACA, ERISA, and COBRA administration.

Talent Acquisition and Workforce Planning

• Own full-cycle recruitment for exempt and non-exempt roles across functions including operations, sales, project management, and leadership.
• Develop and maintain a scalable recruiting infrastructure, including job descriptions, interview frameworks, candidate evaluation tools, and offer processes.
• Partner with department leaders to develop workforce plans that align headcount, skills, and structure to business objectives.
• Build relationships with external recruiting partners, staffing vendors, and talent pipelines as needed.

Performance Management and Employee Development

• Design and manage the company-wide performance appraisal process, including goal-setting frameworks, manager training, and calibration processes.
• Build and implement a learning and development strategy that supports individual growth and organizational capability.
• Coach managers on effective performance conversations, corrective action, and employee development planning.
• Develop onboarding programs that accelerate productivity and reinforce company culture from day one.

HR Operations and Data

• Manage HRIS data integrity, reporting, and system administration, ensuring accurate employee records across all locations.
• Develop and maintain HR metrics dashboards that provide leadership with actionable insight into headcount, turnover, time-to-fill, engagement, and compliance risk.
• Administer or oversee benefits enrollment, open enrollment communications, and vendor management.
• Support payroll processing and reconciliation in partnership with Finance as needed.

Required Experience:

• Minimum 5 to 7 years of progressive HR management experience with demonstrated ownership of the full HR function, not just a single discipline.
• Documented experience managing HR compliance across multiple states, including familiarity with multi-state leave laws, wage and hour statutes, and varying state-specific requirements.
• Proven track record of building HR programs and infrastructure in a startup, growth-stage, or resource-constrained environment where structure did not yet exist.
• Experience with organizational design, including workforce restructuring, role definition, job architecture, or reporting structure realignment.
• Demonstrated experience managing employee relations matters and internal investigations from intake through resolution and documentation.
• Direct experience managing full-cycle recruiting for diverse role types including operations, professional, and leadership roles.
• Strong working knowledge of federal employment law including Title VII, ADA, FMLA, FLSA, ADEA, and applicable regulations.
• Experience partnering directly with senior leadership, including C-suite, on strategic HR and workforce planning initiatives.
• Proficiency with HRIS platforms and comfort with HR data reporting and analysis.
• Exceptional written communication skills, including the ability to develop policies, correspondence, and documentation with clarity and precision.

Preferred Experience:

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field; Master's degree in Human Resources or related field preferred.
• Active SPHR, PHR, SHRM-SCP, or SHRM-CP certification.
• Experience in a manufacturing, distribution, sports, or branded products environment.
• Exposure to multi-site operations with field-based or remote employee populations.
• Familiarity with HR technology selection and implementation, including ATS, HRIS, and performance management platforms.
• Experience supporting a company through rapid growth, acquisition integration, or significant organizational change.
• Prior experience working in or alongside a consulting environment, fractional HR model, or professional services context.
• Strong project management capability, including the ability to manage multiple priorities and deliver against deadlines without close supervision.

Licenses and Certifications:

• HR certification strongly preferred: SPHR, PHR, SHRM-SCP, or SHRM-CP.
• Continued professional development through SHRM, HRCI, or equivalent HR professional associations is encouraged and supported.

Physical Requirements and Conditions:

• This role is primarily on-site with periodic travel required to company sites and client or vendor locations as needed.
• Must be able to operate standard office equipment, including computers, phones, and video conferencing technology.
• Ability to remain stationary for extended periods during administrative and computer-based tasks.
• Occasional travel by air or ground to support business needs or multi-site HR activities.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this role.

Culture Index Requirement

As part of our hiring process, all candidates are required to complete a Culture Index survey. There are no right or wrong answers. It simply helps us understand how you work best.

Please complete the survey here: https://go.cultureindex.com/s/Rio6rm4ScO

Applications will not be considered complete until the survey has been submitted.

Equal Opportunity: DreamSeat is an equal opportunity employer. We are committed to building a team that reflects a diversity of backgrounds, perspectives, and experiences, and we make employment decisions based on qualifications, merit, and business need. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other status protected by applicable law.

We believe that clarity, accountability, and integrity are not just company values they are the foundation of a workplace where everyone can do their best work. That starts with how we hire.

We encourage you to apply even if you do not meet every qualification listed. We are looking for people who bring the right combination of experience, character, and drive and we recognize that those qualities don't always follow a straight line on a resume.

Accommodations: If you require a reasonable accommodation to participate in the application or interview process, or to perform the essential functions of this role, please contact hr@dreamseat.com. DreamSeat is committed to working with candidates to ensure an accessible and equitable hiring experience.

E-Verify: DreamSeat participates in the Department of Homeland Security U.S. Citizenship and Immigration Services' E-Verify program. As a condition of employment, all newly hired employees will be required to complete an Employment Eligibility Verification (Form I-9). For more information about E-Verify, please visit dhs.gov/E-Verify.

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Employee discount
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Vision insurance

Application Question(s):

• We are unable to provide visa sponsorship for this role. Candidates must have current and ongoing authorization to work in the U.S

Experience:

• Human Resources Management : 5 years (Preferred)

Ability to Commute:

• Landrum, SC 29356 (Required)

Work Location: In person