Human Resources Manager

Spring Grove Cemetery & Funeral Homes; Cincinnati (OH); On-site; USD 85,000 - 120,000; Full time

Job summary

Spring Grove Cemetery & Funeral Homes is seeking an Human Resources Manager to lead HR programs, support managers and employees, and drive initiatives across recruitment, onboarding, performance, training, engagement, wellness, policy administration, compliance, and leaves.

The role partners with the VP of HR to deliver timely, professional HR services, ensuring alignment with organizational goals and culture across multi-location operations.

Qualifications

• Bachelor’s degree in HR, Business Admin, or related field preferred.

Responsibilities

• Partner with managers to recruit, onboard, and manage performance.
• Coordinate employee training, engagement events, and wellness programs.
• Administer leaves, compliance, and HR policies across locations.
• Maintain HR data, reports, and audits; support HR operations.

Skills

Talent acquisition

Onboarding

Employee engagement

Performance management

HR policies & compliance

HR operations

Education

Bachelor’s degree in HR or related field

5+ years HR experience

Tools

HRIS

ATS

Job description

The Human Resources Manager is responsible for the day-to-day management and delivery of core human resources programs and services throughout the organization. This position serves as a primary HR partner to managers and employees and is responsible for recruiting, onboarding, performance management administration, training, employee engagement, company events, wellness programming, policy administration, compliance, leave administration, and general HR operations.

The HR Manager works closely with the Vice President of Human Resources to implement HR strategies and programs while ensuring managers and employees receive timely, consistent, and professional HR support.

Essential Duties and Responsibilities

Talent Acquisition

• Manage the full-cycle recruiting process for assigned positions.
• Partner with hiring managers to identify staffing needs and develop recruiting strategies.
• Create and maintain job descriptions and job postings.
• Screen candidates, coordinate interviews, conduct HR interviews, and support selection decisions.

Onboarding and Employee Experience

• Manage the new-hire onboarding process and ensure a professional, consistent employee experience.
• Coordinate new-hire orientation and required employment documentation.
• Conduct periodic new-hire check-ins.
• Partner with managers to ensure effective departmental onboarding.
• Conduct and analyze exit interviews and identify retention opportunities.

Employee Events and Engagement

• Plan, coordinate, and execute company-wide employee events, celebrations, recognition activities, and employee appreciation initiatives.
• Partner with leaders and internal stakeholders to develop events and programs that support employee engagement and organizational culture.
• Manage event logistics, communications, vendors, budgets, and participation as assigned.
• Support employee recognition programs and identify opportunities to enhance the overall employee experience.
• Assist with employee engagement surveys and related action-planning initiatives.

Employee Wellness Program

• Manage and coordinate the organization’s employee wellness program and related initiatives.
• Partner with wellness vendors, benefit partners, and internal stakeholders to develop and promote wellness programming.
• Coordinate wellness events, screenings, educational programs, challenges, and other employee wellness activities.
• Develop employee communications to promote available wellness resources and encourage participation.
• Track program participation and effectiveness and recommend opportunities to improve employee engagement in wellness initiatives.

Performance Management and Training

• Assist VP of HR to administer the organization’s performance management process.
• Coordinate and facilitate manager and employee training programs.
• Support succession planning and employee development initiatives.

Compliance and Policy Administration

• Assist with development, implementation, and administration of HR policies and procedures.
• Ensure consistent interpretation and application of organizational policies.
• Maintain knowledge of federal, state, and local employment laws.
• Support compliance activities including required postings, reporting, recordkeeping, and audits.
• Maintain appropriate employee documentation and personnel records.
• Assist with handbook updates and policy communication.

Leave and Accommodation Administration

• Administer employee leaves including FMLA and other applicable leave programs.
• Coordinate ADA accommodation processes in partnership with the VP of HR as appropriate.Maintain required documentation and communication related to employee leaves and return-to-work processes.
• Coordinate with payroll and benefits regarding employee status changes during leaves.

HR Operations

• Process and review employee status changes, promotions, transfers, compensation changes, and terminations.
• Maintain accurate employee information within the HRIS.
• Conduct periodic HR file and data audits.
• Prepare HR reports and workforce metrics.
• Support employee engagement initiatives and organizational events.
• Identify opportunities to improve HR processes, documentation, and service delivery.
• Serve as backup for critical HR functions as assigned.

Supervisory Responsibilities

None

Education and/or Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• Equivalent combination of education and relevant HR experience may be considered.
• Minimum of 5 years of progressive human resources experience.
• Prior HR generalist or HR management experience strongly preferred.
• Demonstrated experience with recruiting, onboarding, performance management, training, HR operations, employee engagement, and employment law.
• Experience supporting a multi-location and/or diverse operational workforce preferred.

Certificates/Licenses/Registrations:

SHRM-CP preferred.

Physical Demands:

Sit at workstation for prolonged periods of time. Must be able to adjust visual focus. May be required to reach, stoop and/or bend on an as needed basis. Must be able to climb stairs as necessary. Some light lifting may be required.

Work Environment: