Human Resources Manager bei Velocity Restorations

Human Resources Manager

About Us

Velocity and its portfolio of brands are the nation’s leading builders of Re-Engineered Classics™, redefining what it means to own a classic. Our vehicles aren’t just restored; they’re entirely reborn. By blending timeless design with today’s performance, comforts, and technology, we set the standard for how classics are built, owned, and driven. Every product we create is crafted without compromise, honoring the past while delivering the experience of today.

Velocity’s Culture and Core Values

Success at Velocity requires a “whatever it takes” mentality. We embody grit, demonstrating perseverance, resilience, and unwavering determination in the face of challenges. We are adaptable, embracing change, adjusting to new circumstances, and continuously seeking ways to improve processes and outcomes—because growth does not come from comfort.

We take ownership, assuming full responsibility for tasks, decisions, and outcomes, whether successes or setbacks, without shifting blame. “That’s not my job” is not in our vocabulary; when one part of our team falls short, we all do.

Finally, our ambition fuels our drive to excel, improve, and uphold the highest standards for both personal and professional growth. This mindset defines who we are and ensures our continued success.

Overview

The Human Resources Manager is responsible for overseeing all aspects of the HR function, including recruitment, employee relations, compliance, performance management, training, and organizational development. This role serves as a strategic partner to leadership and a resource for employees, ensuring the alignment of HR practices with business goals and fostering a positive, productive workplace culture.

Job Level

Management

Reports To

Chief Financial Officer

Duties and Responsibilities

Recruitment and Onboarding:

• Develop and implement effective recruitment strategies to attract top talent.
• Manage the full-cycle recruitment process, including job postings, interviews, and offers.
• Oversee employee onboarding to ensure seamless integration into the company.

Employee Relations:

• Act as a trusted advisor to employees and management on HR-related issues.
• Resolve employee concerns promptly and effectively, ensuring fair and consistent practices.
• Foster a culture of open communication, collaboration, and mutual respect.

Performance Management:

• Implement and manage performance appraisal systems to promote employee development.
• Partner with managers to address performance challenges and create improvement plans.
• Recognize and reward employee achievements to maintain high morale and engagement.

Compliance and Policy Development:

• Ensure compliance with federal, state, and local employment laws and regulations.
• Develop, update, and enforce HR policies, procedures, and handbooks.
• Maintain accurate employee records and HR documentation.

Training and Development:

• Identify training needs and coordinate programs to enhance employee skills and career growth.
• Support leadership development initiatives to build managerial capabilities.

Compensation and Benefits:

• Oversee compensation structures and benefits programs to ensure competitiveness and fairness.
• Manage open enrollment and coordinate with vendors for benefits administration.

HR Metrics and Reporting:

• Utilize departmental scorecards to monitor and analyze HR metrics to identify trends and opportunities for improvement.
• Prepare and present reports to leadership on workforce data, retention, and other key indicators.

Required Skills and Abilities

• Ability to develop and implement HR strategies that align with the overall business objectives.
• Proficiency in long-term planning, forecasting HR needs, and anticipating trends in the workforce.
• Ability to manage and develop a high-performing team, fostering a positive and collaborative work environment.
• Excellent verbal and written communication skills, enabling clear and effective communication with employees at all levels.
• Strong relationship-building skills to work effectively with senior leadership, employees, and external stakeholders.
• Ability to navigate complex interpersonal dynamics and mediate conflicts.
• Strong analytical abilities to interpret HR data, identify trends, and make data-driven decisions.
• Problem-solving skills to address and resolve complex HR challenges, such as employee relations issues or organizational change.
• Strong conflict resolution skills to address and resolve disputes between employees or between employees and management.
• Ability to handle sensitive situations with tact, empathy, and confidentiality.
• In-depth knowledge of local, state, and federal employment laws and regulations.
• Ability to ensure that HR practices comply with legal standards and mitigate legal risks.
• Stay up to date on HR regulations and best practices.
• Valid driver’s license and reliable transportation to work.
• Background check and pre-employment drug screening required.

Education Background and Experience

• Bachelor’s degree in human resources, business administration, or a related field.
• Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is strongly preferred.
• 5+ years of progressive HR experience, with at least 2 years in a managerial role.
• Comprehensive knowledge of employment laws and HR best practices.

Physical Demands (To include but not limited to)

• Prolonged periods of sitting at a desk or workstation.
• Occasional standing or walking within the office or shop, such as attending meetings, retrieving documents, or interacting with customers or employees.
• Occasionally lifting and carrying items, typically weighing up to 10-20 pounds.
• Frequent use of fingers and hands for typing, writing, and operating a computer.
• Using telephones, printers, copiers, and other office tools.
• Frequent need to focus on printed or digital material.
• Reviewing financial documents, schedules, or customer data with accuracy.
• Regular communication with customers, vendors, and team members, either in person, on the phone, or via video conferencing.
• Engaging with customers in person or over the phone, sometimes requiring extended periods of active listening and problem-solving.
• Prolonged exposure to hot or cold temperatures.
• Mild noise from office machines or nearby shop areas if the office is adjacent to the workshop. PPE may be required while walking through the shop.
• Moving around the office or between departments, sometimes requiring the ability to climb stairs.
• Safely operate a motor vehicle.

Benefits Include

• Compensation: Pay is based on experience and qualifications
• Health & Wellness: Health/Dental/Vision/Life/Disability/Aflac available after 60 days
• Retirement: 401(k) with company match after 6 months at next enrollment period
• Paid Time Off: Paid time off and paid holidays
• Additional Perks: Company sponsored events, tool program, merchandise discounts, friendly team environment

Job duties, salary, and benefits are subject to change throughout duration of employment with Velocity.

Velocity is an Equal Opportunity Employer. Velocity does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.