Human Resources Manager

Safe Fleet; Nesconset (NY); On-site; USD 90,000 - 130,000; Full time

Job summary

Safe Fleet in Nesconset, NY, is seeking a Human Resources Manager to lead daily HR operations across multiple sites. This role covers payroll, benefits, talent acquisition, performance management, and compliance with federal and state laws.

You will administer the HRIS (Workday), support training and development, and advise leaders on people management, employee relations, and engagement initiatives to drive a compliant and high-performing workforce.

Qualifications

• Minimum a Bachelor's degree in HR or related field.
• SHRM certification is a plus.
• Experience with New York state employment laws is highly preferred.

Responsibilities

• Run daily HR functions including payroll, benefits and compliance.
• Recruit, interview, and hire for open positions; partner with managers.
• Onboard new hires and conduct exit interviews.
• Analyze compensation and benefits; participate in market surveys.
• Maintain HRIS and payroll processes; support training and development.
• Lead employee relations and performance management; ensure SOC 2 compliance.

Skills

Payroll

Talent acquisition

Employee relations

Compliance

Communication

Analytical skills

Confidentiality

Education

Bachelor's degree in HR or related field

SHRM certification

Tools

Workday HCM

MS Office

Job description

Safety is where everything begins. It shapes our culture, our products, and the way we show up for our communities. Join us as we build smarter technologies that redefine fleet safety. When you help make fleets smarter, you make people safer.

The Human Resources Manager will run the daily functions of the Human Resources (HR) department including talent acquisition, administering payroll, compensation and benefit programs, training and development, performance and talent management, recognition and morale, occupational health and safety, employee relations and ensuring compliance with company policies and practices for multi-site locations.

• Administers and supports payroll activities, ensuring accuracy, timeliness, and compliance with federal and state requirements.
• Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.
• Conduct on-boarding and new hire orientation. Conduct exit interviews and provide feedback as needed.
• Analyze and lead compensation and benefits initiatives including but not limited to market analysis, manage completion of annual compensation market surveys, benefits analysis, annual benefits open enrollment.
• Administration of HRIS system (Workday) including support for implementation, payroll, annual performance review process.
• Lead and support employee training and development needs
• Lead and support employee relations activities including attendance management, performance management, corrective action, workplace investigations, and terminations.
• Support and coach leaders on effective people management practices.
• Point of contact and support for employees with questions regarding HR policies/procedures, benefits, payroll, employee relations, and similar HR-related inquiries.
• Lead employee engagement and recognition activities.
• Gather and analyze data to create/provide HR metrics.
• Ensures process and documentation compliance required for ongoing SOC 2 certification.
• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
• Ensure legal compliance of state and federal HR regulations and applicable employment laws, and create or update policies and/or procedures as required.

NOTE: FRC does not discriminate in hiring or employment on the basis of race, color, religion, gender, marital status, national origin, sexual orientation, age, disability, ancestry veteran status or any other status protected by law.

Requirements

EDUCATION REQUIREMENT(S):

• Bachelor’s degree in HR or related field required. SHRM certification a plus.

EXPERIENCE REQUIREMENT(S):

• 5+ years of independent experience in HR, payroll, and talent acquisition experience necessary.
• Experience with New York state law.
• Excellent communication skills, interpersonal skills, ethics, and cultural awareness.
• Experience establishing and maintaining relationships with individuals at all levels of the organization.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Ability to act with integrity, professionalism, and confidentiality.
• Proficient with Microsoft Office Suite or related software.
• Previous experience using Workday HCM and other modules.
• Minimal travel required; occasional local or ad hoc travel may be expected.

Help us be an equal opportunity employer

You are requested (but not required) to fill in the personal data below. This information will not be used as selection criteria for the hiring process.

Please mark the one that describes the category with which you primarily identify.

Why Are You Being Asked to Complete This Form?
This employer is a Government contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA). VEVRAA requires Government contractors to take affirmative action to employ and advance in employment protected veterans. To help us measure the effectiveness of our outreach and recruitment efforts of veterans, we are asking you to tell us if you are a veteran covered by VEVRAA. Completing this form is completely voluntary, but we hope you fill it out. Any answer you give will be kept private and will not be used against you in any way.
For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.
How Do You Know if You Are a Veteran Protected by VEVRAA?
Contrary to the name, VEVRAA does not just cover Vietnam Era veterans. It covers several categories of veterans from World War II, the Korean conflict, the Vietnam era, and the Persian Gulf War which is defined as occurring from August 2, 1990 to the present.
If you believe you belong to any of the categories of protected veterans please indicate by checking the appropriate box below. The categories are defined on the next page and explained further in an “ Am I a Protected Veteran? ” infographic provided by OFCCP.
What Categories of Veterans Are “Protected” by VEVRAA?
A “disabled veteran” is one of the following:

• a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or
• a person who was discharged or released from active duty because of a service-connected disability.

A “recently separated veteran” means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.
How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to: Alcohol or other substance use disorder (not currently using drugs illegally) Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS Blind or low vision Cancer (past or present) Cardiovascular or heart disease Celiac disease Cerebral palsy Deaf or serious difficulty hearing Diabetes Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders Epilepsy or other seizure disorder Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome Intellectual or developmental disability Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD Missing limbs or partially missing limbs Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS) Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities Partial or complete paralysis (any cause