Human Resources Manager

Blayze Group; Austin (TX); On-site; USD 120,000 - 140,000; Full time

Job summary

Confidential – Residential Homebuilder in Austin, TX is seeking an experienced HR Manager to oversee the full employee lifecycle and support corporate office operations. The role combines strategic HR leadership with hands-on day-to-day management across employee relations, recruitment, onboarding, benefits administration, HR compliance and policies.

You will partner with leadership to drive performance, culture and office efficiency while ensuring a professional, organized environment for

Qualifications

• Previous HR experience within the residential homebuilding industry.
• Strong generalist HR background managing broad HR functions.
• Experience coordinating office operations alongside HR responsibilities.

Responsibilities

• Oversee the full employee lifecycle, including recruitment, onboarding, benefits, performance management and development.
• Maintain HR compliance with applicable laws and company policies.
• Lead employee relations, investigations and workplace matters with discretion and confidentiality.
• Partner with leadership to drive culture, retention and workforce planning across functions.
• Coordinate office operations and vendor relationships to support a professional corporate office.

Skills

HR generalist

Employee relations

Recruitment

Onboarding

Benefits administration

Performance management

Office operations

HR policy development

Compliance

Job description

Company: Confidential – Residential Homebuilder

Location: Austin, TX

Employment Type: Full-Time | On-Site

$120,000 - $140,000

The Role

A growing residential homebuilder is seeking an experienced, hands‑on HR Manager to oversee the full employee lifecycle while also supporting the day-to-day management of its corporate office.

The HR Manager will act as a trusted partner to leadership and employees across the business, with responsibility for employee relations, recruitment, onboarding, benefits administration, HR compliance, performance management, policies and procedures, employee development, and office operations.

The successful candidate will be comfortable operating both strategically and hands‑on. This role will work closely with leadership and employees across construction, sales, operations, finance and corporate functions while ensuring the office remains organized, professional and efficient.

Key Responsibilities

Employee Relations & HR Leadership

• Serve as the primary point of contact for employees regarding HR questions, concerns and workplace matters.
• Build strong relationships across the organization and maintain an approachable and visible HR presence.
• Advise leadership and managers on employee relations, performance, disciplinary matters and people‑related decisions.
• Manage employee relations matters professionally, consistently and confidentially.
• Conduct workplace investigations when required and maintain appropriate documentation.
• Support leadership in maintaining a positive, accountable and high‑performing workplace culture.
• Identify employee concerns and organizational issues early and work proactively to resolve them.

Recruitment & Workforce Planning

• Manage recruitment across construction, sales, corporate and operational functions.
• Partner with hiring managers to understand requirements and develop effective recruitment strategies.
• Manage job postings, candidate screening, interviews, offers and pre‑employment processes.
• Support the company's ability to attract and retain high‑quality talent as the organization grows.
• Maintain relationships with external recruitment partners where appropriate.
• Support succession planning and identify future workforce requirements.

Onboarding & Offboarding

• Own the onboarding process from offer acceptance through successful integration into the business.
• Coordinate new-hire documentation, orientation, benefits enrollment and internal introductions.
• Ensure managers have structured onboarding plans for new employees.
• Coordinate workstations, equipment, systems access and other requirements for new starters.
• Manage employee departures, exit interviews and offboarding documentation.
• Coordinate the return of company property, equipment and system access.
• Use employee feedback and exit information to identify opportunities to improve retention and employee experience.

Performance Management & Employee Development

• Support managers with performance reviews, goal setting and employee development.
• Establish consistent performance management processes across the organization.
• Coach managers on delivering feedback and addressing performance concerns.
• Identify training and development requirements across departments.
• Support leadership development and career progression initiatives.
• Help create an environment where high‑performing employees can develop within the organization.

Policies, Compliance & Risk Management

• Maintain and update HR policies, procedures and the employee handbook.
• Ensure compliance with applicable federal, state and local employment laws and regulations.
• Maintain accurate employee records and HR documentation.
• Monitor employment law developments and advise leadership on required changes.
• Support workers' compensation, unemployment claims, leave administration and workplace accommodations.
• Partner with leadership and operations teams on workplace safety and risk‑management initiatives.
• Ensure HR policies and procedures are applied consistently throughout the organization.

Compensation, Benefits & HR Administration

• Manage employee benefits administration and act as a liaison between employees, leadership and benefits providers.
• Support annual benefits renewals and evaluate opportunities to improve employee offerings.
• Partner with finance and payroll to ensure compensation changes and employee information are processed accurately.
• Support compensation reviews and provide relevant market information.
• Maintain HR systems, personnel records and employee data.
• Produce HR and workforce reporting for leadership as required.

Office Management & Administration

• Oversee the day‑to‑day operation of the corporate office and maintain an organized and professional workplace.
• Act as the main point of contact for general office matters.
• Coordinate with employees, vendors and service providers.
• Manage office supplies, equipment and inventory.
• Coordinate maintenance, repairs, cleaning and other facility requirements.
• Manage relationships with office vendors and service providers.
• Coordinate employee access, keys, security requirements and office equipment.
• Support workstation and equipment setup for new employees.
• Coordinate meeting rooms, internal meetings and office requirements.
• Organize company events, employee celebrations and team activities.
• Support travel and accommodation arrangements where required.
• Manage incoming correspondence, deliveries and general office administration.
• Maintain organized office records, documentation and administrative systems.
• Identify opportunities to improve office processes and operational efficiency.
• Provide ad hoc administrative and operational support to senior leadership.
• Maintain a welcoming and professional environment for employees, candidates, clients and visitors.

Culture & Employee Engagement

• Work closely with leadership to protect and strengthen company culture as the organization grows.
• Develop initiatives focused on employee engagement, communication and retention.
• Coordinate company events and activities that strengthen relationships across the organization.
• Take ownership of creating a positive and well‑organized employee experience.

What We're Looking For

• Previous HR experience within the residential homebuilding industry.
• Strong HR generalist experience with the ability to independently manage a broad HR function.
• Experience managing or coordinating office operations alongside HR responsibilities.
• Strong knowledge of employee relations and employment law.
• Experience handling sensitive employee matters and workplace investigations.