Human Resources Manager

Flying Horse Capital; Philadelphia (Philadelphia County); Hybrid; USD 95,000 - 125,000; Full time

Job summary

Flying Horse Capital is seeking a Manager of Human Resources for a portfolio company in the Philadelphia metro area. The role is hybrid with three days on-site per week and reporting to the CFO. You will own talent acquisition, onboarding, employee relations, compliance, compensation, and HR systems.

This is the first dedicated HR hire, with potential growth to Director of HR as the company scales. Responsibilities include full-cycle recruiting, onboarding design, employee relations, policy

Qualifications

• 5+ years in human resources with generalist ownership of employee relations and recruiting.
• Located in or willing to commute to the Philadelphia metro area three days per week.
• Working knowledge of federal and Pennsylvania employment law.
• Experience coaching frontline managers through performance and conduct issues.

Responsibilities

• Own full-cycle recruiting for hourly and salaried roles; build hiring processes.
• Lead onboarding to ensure new hires are productive in 90 days.
• Manage employee relations and resolve conflicts.
• Drive performance review cycles and provide coaching to managers.

Skills

General HR knowledge

Employee relations

Recruiting

Coaching managers

Excel

HRIS

Payroll systems

Analytical mindset

Education

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

Tools

HRIS

Payroll system

Job description

Manager of Human Resources: Flying Horse Capital Portfolio Company

Location

Philadelphia metro, PA: hybrid, 3 days per week on-site

Reports to

Chief Financial Officer of the operating company

Compensation

$95,000–$125,000 base + annual performance bonus + benefits

About Flying Horse Capital

Flying Horse Capital is a permanent capital firm that acquires founder- and family-owned businesses and holds them for the long term. No fund life. No five-year clock. No forced exit. We buy good businesses and keep them. That ownership model changes what this job is. The people you hire, the managers you develop, and the culture you help protect are not being tuned up for a sale in three years. They are the company. We are not going anywhere, and neither is the work you do here.

About the Role

We are hiring a Manager of Human Resources for one of our portfolio companies in the Philadelphia metro area. The role is hybrid, with three days per week on-site and the balance remote. You will be employed by the operating company and report directly to its CFO. We will share the company name and full business detail in the first conversation.

The on-site requirement is not a formality. Most of this job happens in hallways and on the floor knowing the crews, hearing about a problem before it becomes a complaint, and being someone employees will actually walk up to. That does not happen over video.

Reporting into the CFO is deliberate. At this company, HR sits close to the numbers: headcount planning, labor cost, benefits spend, and turnover all move the P&L directly. You will own that connection and be expected to speak about people decisions in business terms.

This is the company’s first dedicated HR hire. You are building the function, not inheriting it. As the company grows, the role grows with it this seat is the foundation for a Director of Human Resources position, with the team to match.

What You’ll Own

Talent acquisition and onboarding

• Own full-cycle recruiting for hourly and salaried roles, including sourcing, screening, and offers
• Build the hiring process the company does not have yet — job descriptions, interview structure, and scorecards
• Design and run onboarding so new hires are productive and supported in their first 90 days
• Manage relationships with staffing agencies and recruiting vendors, and reduce reliance on them over time

Employee relations and management support

• Serve as the first point of contact for employee questions, concerns, and conflicts
• Coach supervisors and managers through performance issues, difficult conversations, and documentation
• Conduct investigations and resolve complaints thoroughly and fairly
• Manage performance review and goal-setting cycles

Compliance and risk

• Maintain compliance with federal, Pennsylvania, and local employment law, including wage and hour, FMLA, ADA, and FLSA classification
• Own I-9, personnel file, and employment records administration
• Maintain and update the employee handbook and HR policies
• Partner with operations on workers' compensation, safety, and leave administration

Compensation, benefits, and workforce planning

• Administer benefits programs and manage annual open enrollment and broker relationships
• Support headcount planning, labor cost analysis, and compensation benchmarking alongside the CFO
• Track and act on turnover, time-to-fill, and other workforce metrics
• Build the HR reporting leadership does not have today

Systems and process

• Support HRIS and payroll system selection, implementation, or improvement
• Document and standardize HR processes and approval workflows
• Contribute to HR diligence and integration work on add-on acquisitions

What We’re Looking For

Required

• 5+ years in human resources, including generalist ownership of employee relations and recruiting
• Located in or willing to commute to the Philadelphia metro area three days per week
• Working knowledge of federal and Pennsylvania employment law
• Experience coaching frontline managers through real performance and conduct issues
• Sound judgment and genuine discretion with confidential information
• Strong Excel skills and comfort working in an HRIS and payroll system

Preferred

• Experience at a lower-middle-market, private equity-backed, or family-owned company where HR is a team of one
• Experience building an HR function rather than maintaining an established one
• SHRM-CP, SHRM-SCP, PHR, or SPHR
• Experience supporting an hourly, field, or production workforce

How You Work

• You walk the floor rather than waiting for people to come to your office
• You are comfortable being the whole function rather than one seat on a team
• You can deliver an unwelcome answer and keep the relationship intact
• You document as you go, because you know the file matters later
• You want to build something and stay to see it work

Why This Role

• Ownership stability. Permanent capital means the culture and processes you build stay built.
• Direct line to the top. You report to the CFO and your work is visible to the CEO and ownership.
• Real scope from day one. Recruiting, employee relations, compliance, benefits, and reporting — you own the whole function.
• Growth with the company. This role is designed to expand into Director-level responsibility and a team as the business scales.
• Real influence. In a company this size, HR decisions reach every employee. You will see the effect of your work.

Compensation and Benefits

• Base salary of $95,000–$125,000, commensurate with experience