Human Resources Manager en DuraServ

JOB SUMMARY

The Human Resources Manager is responsible for leading and implementing the company’s human capital practices; consulting as the primary HR subject matter expert with branch-level management; and managing other centralized HR services and support processes. Human Capital practices include culture enhancement, corporate social responsibility, total rewards, talent management, change management, employment practices and relations. This position is responsible for ensuring the company HR practices are consistently administered in compliance with internal standards of operations.

ESSENTIAL FUNCTIONS

1. Partners with management to educate, coach, and execute DuraServ's human resources strategy and priorities.

2. Demonstrates passion to nurture and curate an authentic and positive workplace experience and culture that ensures engagement, well-being, and transparency. Champions diversity of thought and talent that creates a sense of belonging which results in team members performing at their best as well as improving retention. Is active in the company’s corporate social responsibility activities.

3. Leads and supports the talent management priorities related to management skills training including platform training, talent review processes, succession planning, and professional development planning with management.

4. Serves as a liaison with various stakeholders to provide HR expertise and support in resolving workplace issues; recommending solutions and processes to address growth pains in the business; and advising management of paths of success to engage their teams.

Job Title Human Resources Manager FLSA Status Salary | Exempt

Reports To Director, HR Pay Grade Level 09

Department Human Resources LCM Manager

EEO Job Classification First/Mid-Level Officials and Managers Date Finalized November 14, 2025

Worker Category Full-time

5. Ensures governance and compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Is aware of human capital trends, best practices, and regulatory changes in employment law.

6. Partners with Total Rewards and Talent Management Team to identify solutions for workforce challenges. Leads the education and implementation of existing, new and/or transformed human capital practices such as performance management, management development programs, employment practices, and culture initiatives.

7. Understands and utilizes HR analytic dashboards and reports for management that provide predictive insights and key performance indicators related to human capital management. Skillfully identify trends, areas of concern, and recommend actionable solutions. Is comfortable with using technology and supporting HR digital solutions.

8. Supports the workforce integration of new business acquisitions through collaboration with a diverse group of managers.

9. Lead or support special projects and assignments related to the HR discipline.

10. This job description may not cover or contain a comprehensive listing of activities, duties, or responsibilities required of the job role. The scope of the job responsibilities may change, or new ones may be assigned at any time with or without notice,

SUPERVISORY DUTIES

There are no supervisory duties.

KNOWLEDGE, SKILLS, AND ABILITIES

· (K) Discipline of Human Resources: Knowledge of principles and procedures for talent management, total rewards, corporate social responsibility, culture, inclusion and diversity, employment practices, labor law and HR technology platforms.

· (K) Culture Practices: Knowledge of practices that ensure the workplace experience drives positive retention of talent, a sense of well-being and belonging, and community.

· (K) Compliance: Knowledge of employment laws and regulations.

· (S) Critical Thinking: Uses logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.

· (A) Deductive Reasoning: Has the ability to apply general rules to specific problems to produce answers that make sense.

· (A) Resilience and Emotional Intelligence: Can remain unbiased and resilient in challenging situations and times while providing common-sense coaching and advice to others.

WORK ENVIRONMENT AND PHYSICAL DEMANDS

· In an office environment at the corporate headquarters. This is not a remote role.

· Prolonged periods sitting and/or at a variable desk and working on a computer.

· Must be able to lift up to ten pounds infrequently.

TRAVEL

· This job requires minimal planned business travel, but may be required on rare occasions.

EDUCATION AND EXPERIENCE

· Bachelor's degree or equivalent in business, human resources, or related HR discipline and seven (7) or more years of progressively responsible experience in the HR discipline. HR experience is required.

· Experience in HCM technology platforms. ADP Workforce Now experience is preferred,

· Certified credentials from SHRM are a plus.

EEO STATEMENT

DuraServ is an equal-opportunity employer. We prohibit discrimination and afford equal employment opportunities to team members and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.

Our EEO policy applies to all aspects of the relationship between DuraServ and its team members, including recruitment, employment, promotion, transfer, training, working conditions, compensation, benefits, and application of policies.