HR Manager

NuHire, LLC; Town of Texas (WI); On-site; USD 110,000 - 170,000; Full time

Job summary

NuHire, LLC seeks a Strategic HR Leader to partner with senior leadership to shape and execute our people strategy, linking it to financial and customer outcomes. You will steer talent reviews, org design, and change management while guiding compensation, HR operations, and compliance across the enterprise.

The role emphasizes leadership coaching, workforce planning, and data-driven HR analytics to improve engagement, retention, and performance metrics.

Qualifications

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field.
• Master’s degree preferred in related field.
• Professional certifications (PHR/SPHR/SHRM-CP/SHRM-SCP) strongly preferred.

Responsibilities

• Define and execute annual people strategy aligned to financial/operational goals.
• Facilitate talent reviews, succession planning, and capability assessments.
• Advise on org design, roles, decision rights, and change readiness.
• Lead headcount planning and talent strategies based on demand forecasts.
• Support recruiting lifecycle in partnership with Talent Acquisition.
• Oversee performance cycles, calibrations, and merit planning.
• Develop engagement and retention strategies; coach leaders on feedback and accountability.
• Partner with Compensation on market-competitive pay and benchmarking.
• Lead employee relations, policy governance, and compliance with laws.

Skills

Strategic HR

People analytics

Leadership coaching

Org design

Change management

Data visualization

Communication

Education

Bachelor's degree in HR/Business

Master's degree preferred

Tools

Workday

SAP SuccessFactors

Oracle

UKG

Power BI

Tableau

Job description

Job Description

Job Description

Strategic HR Leadership & Business Partnership:

• Partner with senior HR leadership to define and execute annual people strategy and roadmap linked to financial, operational, and customer goals.
• Facilitate quarterly talent reviews, succession planning, and organizational capability assessments.
• Advise leaders on org design (spans/layers), role clarity, decision-rights, and change readiness.

Workforce Planning & Talent Acquisition:

• Lead headcount planning, staffing models, and build talent strategies based on demand forecasts.
• Support recruiting lifecycle in partnership with the Talent Acquisition team (intake, sourcing, interviewing, offers, onboarding) ensuring quality-of-hire and time-to-fill targets

Performance Management & Culture:

• Manage performance cycles (goal setting, check-ins, reviews), calibrations, and merit planning
• Develop and implement strategies for people engagement and retention
• Coach leaders on feedback, accountability, and high-performance behaviors; manage PIPs and development plans
• Support global annual engagement surveys; facilitate action planning and track improvements

Compensation:

• Partner with Compensation to maintain market-competitive pay structures, pay equity, and annual merit/bonus cycles
• In partnership with Compensation, conduct job evaluations, salary benchmarking, and internal parity analyses
• Conduct offer analysis and retention packages

Employee Relations, Compliance & Risk:

• Lead employee relations: investigations, conflict resolution, corrective actions; ensure fair, consistent practices
• Ensure compliance with federal, state, and local employment laws (e.g., FLSA, FMLA, ADA, etc.)
• Maintain policy governance, handbook updates, and manager training; prepare for audits and regulatory inquiries
• Partner with Legal and Compliance on complex cases, severance, accommodations, and risk mitigation strategies

Diversity, Equity & Inclusion:

• Integrate DE&I principles into talent acquisition, performance, development, and succession practices
• Track representation, hiring, promotion, pay equity, and inclusion metrics; drive targeted intervention
• Partner with affinity groups and external community partners to strengthen inclusion and outreach

HR Operations, Technology & Analytics:

• Own HR processes (onboarding, data integrity, personnel files, time & attendance, leaves, terminations)
• Analyze KPI trends (attrition, engagement, absence, hiring, etc.) and present insights to leadership
• Drive continuous improvement/Lean initiatives to reduce cycle times and improve employee experience

Change Management & Communications:

• Develop and execute change plans for reorganizations, new systems, and policy shifts (stakeholder mapping, communications, training)
• Create clear, empathetic communications for HR programs; equip managers with toolkits and talking points
• Measure adoption and effectiveness; iterate based on feedback and outcomes

Vendor & Budget Management:

• Own HR budget planning and monitoring; track ROI and cost-per-initiative; optimize spend

What Sets You Apart

We’re looking for individuals who bring the right mix of experience, mindset, and motivation:

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field required. Master’s degree preferred.
• Professional certifications strongly preferred in PHR, SPHR, SHRM-CP, SHRM-SCP.
• Proficiency with HRIS and ATS platforms (Workday, SAP SuccessFactors, Oracle, UKG, etc.).
• Experience with learning systems (LMS) and people analytics/reporting tools.
• Advanced Excel proficiency (pivot tables, VLOOKUP/XLOOKUP, modeling).
• Experience with data visualization platforms (Power BI, Tableau) for dashboard and KPI reporting.
• Solid knowledge of U.S. employment laws; Texas-specific experience is a plus.
• Fluency in English required, Spanish as a second language is a plus.

What Powers Your Performance

Success in this role is driven by a strong mix of personal ownership, collaboration, and continuous improvement. We value tea