HR and Training Manager

Socket.dev; Danville (IN); On-site; USD 80,000 - 110,000; Full time

Job summary

Socket.dev is seeking an Human Resources and Training Manager to lead high-level HR functions, training, and regulatory compliance. You will supervise HR staff, oversee onboarding, performance management, and HRIS configurations, while partnering with leadership to drive engagement and workforce development.

The role requires expertise in HR policy, employee relations, and training design, with hands-on involvement in payroll, benefits, and compliance across the organization.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Education, or related field.
• SHRM-CP/SHRM-SCP/PHR/SPHR certification required or ability to obtain within 6 months.
• Minimum five years of progressively responsible HR experience.

Responsibilities

• Provide day-to-day supervision to HR and training staff.
• Oversee onboarding/offboarding processes and training programs.
• Ensure regulatory compliance and maintain HRIS configurations.
• Advise leadership on employee relations and performance management.
• Manage payroll support and benefits administration.

Skills

Leadership

HR policy

Employee relations

Public speaking

Data analysis

Time management

Communication

Education

Bachelor’s degree in HR or related field

SHRM-CP/SHRM-SCP/PHR/SPHR certification

Associate’s degree (in lieu of bachelor’s)

Tools

Paylocity

Workday

ADP

Job description

Description

The Human Resources and Training Manager leads high level personnel functions and

training/compliance for the agency. In collaboration with the Director of Human

Resources, the incumbent manages and/or provides oversight into critical tasks and

processes including (but not limited to) worker’s compensation, leave administration,

employee discipline and investigations, performance management, HRIS

oversight/configuration, benefits administration, safety, and employee

retention/engagement. This role also coordinates and executes training programs and

initiatives while ensuring compliance with regulatory agencies.

Essential Functions:

**The following duties are considered essential functions of the position.

Reasonable accommodation may be made to enable qualified individuals with

disabilities to perform these functions**.

Departmental Supervision, Leadership and General:

• Provides day-to-day supervision, leadership and guidance to Recruiting and Retention Specialist, Human Resources Specialist, Administrative Assistant, and training personnel.


• Holds direct reports accountable for quality work standards, commitments, deadlines, documentation, and internal/external service expectations.


• Manages, assigns and reviews work of direct reports; approves timesheets and PTO requests.


• Participates in interviews and hiring decisions.


• Coaches and develops team; conducts performance evaluations and provides constructive feedback.


• Addresses performance or conduct concerns in collaboration with Director.


• Serves as a strategic resource in providing consultation, advisement and coaching to supervisors and leaders related to employee relations, performance management, workforce development, engagement and other matters.

Employee Onboarding/Offboarding:

• Develops and executes processes that ensure all employees are onboarded and offboarded smoothly and accurately; conducts regular review and audit to verify compliance.

Recruitment Strategy and Workforce Planning:

• Collaborates with Recruiting and Retention Specialist to develop workforce stabilization plans and recruitment strategies, build sustainable talent pipelines, and maximize community partnerships and vendor resources.

HRIS Management:

• Serves as a subject matter expert for Paylocity and Provide systems.


• Regularly reviews, analyzes, recommends, and facilitates updates and additional configurations based on efficiency and agency needs.

Payroll Assistance:

• Supports Payroll Coordinator with payroll processing during periods of absence, as needed.

Employee Experience and Organizational Culture:

• Serves as a strategic partner and leader in advancing employee engagement, culture-building, values integration, recognition efforts, and workforce retention strategies.


• Collaborates with Director, team and leaders in the planning and execution of employee events, development programs, and initiatives; tracks, monitors and reports effectiveness and progress.

Training and Professional Development Execution:

• Serves as the functional administrator and primary business owner for the agency’s learning-management and training-tracking systems, including course assignments, user access, content, reporting, data accuracy, troubleshooting, and coordination with vendors.


• Designs and creates curricula based upon regulatory requirements, leadership feedback and organizational need.


• Maintains awareness and implements updates to training programs as compliance changes mandate.


• Applies adult-learning and instructional-design practices to develop accessible and effective training; evaluates participant understanding, competency, completion, and training effectiveness; and modifies content or delivery methods based on results and organizational needs,


• Research effective tools and available resources through state and state[1]contracted entities; develops and delivers training materials in accessible formats and uses inclusive instructional practices to support varied learning and communication needs.


• Coordinates annual re-fresher and professional development courses for employees.


• Conducts competency based on-the-job training or classes to teach and demonstrate principles, procedures and subject matter knowledge.


• Makes revisions to training policies, as needed.

Training Tracking and Compliance:

• Maintains accurate and timely training records, competency documentation, certifications, expiration dates, and supporting documentation within approved systems; monitors upcoming and overdue requirements; communicates deficiencies to appropriate leaders; and supports corrective action plans.


• Establishes and follows escalation procedures for incomplete, expired, unsuccessful, or overdue training and promptly notifies appropriate leadership of compliance risks.


• Ensures flow of information through training programs, including changes in service procedures, funding sources and accreditation regulations.


• Serves as an agency-wide resource for problem identification and resolution.


• Interacts with internal and external customers to identify opportunities to improve quality training programs and provide feedback to leadership team.


• Conducts quality assurance audits of programs agency‑scale to ensure training programs are consistent with policies, procedures and regulations and agency standards are maintained.


• Develops and implements training in preparation of and response to internal and external audits.


• Assists in the creation and tracking of quality performance metrics, reporting and improvement targets.

Reporting/Recordkeeping/Data Metrics:

• Assists Director in the completion of mandatory reporting; generates and analyzes reports within HRIS systems, as requested.


• Safeguards personnel, medical, payroll, investigation, accommodation, benefits, and training information; maintains records in accordance with organizational policy, applicable law, and established retention and access requirements.


• Develops, monitors, and communicates HR and training metrics, including completion and compliance trends, turnover and retention information, employee relations activity, leave and worker’s compensation trends, and other assigned indicators; identifies risk and recommends improvements.

Employment Law and Policy/Procedure/Process Compliance:

• Stays abreast of federal, state and local employment laws and regulations; enforces and monitors compliance throughout the organization.


• Advises Director regarding needed policy, practice, training, and system updates; supports consistent application of organizational policies.


• Develops and Maintains Written procedures, process documentation, and cross[1]training plans to support continuity of critical HR and training functions.

Benefits and Leave Administration/Performance Management/Disciplinary:

• Supports Director and HR Specialist in the oversight and management of employee benefits, worker’s compensation, leave administration, performance management and completing disciplinary investigations, document preparation and follow-up.


• Assists Director in the handling of prompt, impartial, and appropriately documented workplace investigations; conducts interviews, prepares findings, recommends action and maintains investigation files.


• Facilitates the agency-wide performance management process, including evaluation schedules, forms, system workflows, manager training, completion monitoring, documentation standards, and reporting.

Safety:

• Develops and implements competency-based training programs in compliance with OSHA and accreditation regulations.


• Monitors employee use of training resources, tools and equipment, tracks progress and changes programming as indicated.


• Maintains CRT certification and provides training to staff as required.

General/Other:

• Completes other projects and duties as assigned.


• Assists in developing and monitoring assigned HR and training budgets; evaluates proposed resources and vendors; and promotes responsible, efficient use of agency funds.


• Coordinates with approved vendors, consultants, regulatory representatives, and community or state partners related to HR, training, benefits, safety, and compliance functions; monitors service issues and elevates concerns to the Director.

Requirements:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Education, or a related field preferred.


• Associate’s degree with substantial relevant experience may be considered in lieu of a bachelor’s degree.


• Minimum of five (5) years of progressively responsible Human Resources experience required.


• SHRM-CP, SHRM-SCP, PHR, or SPHR certification required, or ability to obtain certification within six (6) months of hire.


• Experience working with HRIS platforms such as Paylocity, Workday, ADP, or similar systems required.


• Strong proficiency in Microsoft Office applications required.


• Experience supporting and servicing multiple remote locations preferred.


• Demonstrated experience creating, delivering, and managing employee training and development programs in a compliance-regulated environment required.


• Prior experience supervising, coaching, and providing formal work direction to HR and/or training personnel required.


• Strong knowledge of HR best practices, employee development, and compliance standards preferred.

Knowledge/Skills/Abilities/Other:

• Mission focused; promotes and supports an inclusive, supportive and productive workforce environment.


• Strong written and verbal communication skills.


• Excellent interpersonal skills to build positive relationships across all organizational levels; fosters teamwork.


• Decision-making and problem-solving abilities with the ability to handle multiple tasks simultaneously.


• Above average computer literacy and Microsoft application expertise.


• Able to maintain confidentiality and handle sensitive information with professionalism.


• Effective time management skills and ability to produce consistent, quality work product.


• Flexible and adaptable to an ever-changing, fast-paced environment.


• Data analysis skills.


• Proficient in public speaking and leading group training.


• Leadership, mentoring and coaching.


• Thorough knowledge of applicable federal, state, and local employment laws, as well as human resources practices, processes, and compliance requirements.


• Experience with HRIS systems, preferably Paylocity.


• Ability to communicate in person and through electronic platforms.


• Responsive to time-sensitive employee relations or compliance matters.


• Familiarity with utilizing and navigating audio visual equipment.


• Flexibility with adjusting work schedule to facilitate early morning or evening training sessions.

Travel Requirements:

Occasional travel between work locations and agency events/training/conferences is required. The employee must have the ability to travel by an approved means of transportation.

Work Environment and Physical Demands:

The Human Resources and Training Manager generally works within an office setting, occasional travel for events, training, career fairs. etc. may be required. Prolonged periods of sitting at a desk and working on a computer and must be able to lift up to15 pounds at times. Must be able stand and move freely for extended periods while facilitating training sessions.