Human Resources Manager

NationsBenefits, LLC; Plantation (FL); On-site; USD 85,000 - 110,000; Full time

Job summary

NationsBenefits, LLC seeks an experienced HR Manager in Plantation, Florida. You will provide comprehensive HR support, partner with business leaders, and drive HR operations, employee relations, performance management, and engagement.

Reporting to the SVP – Human Resources, you will help develop HR processes, SOPs, policies, leave administration, and compliance, ensuring a high‑performing workplace culture. This full‑time role requires 7+ years of progressive HR experience.

Qualifications

• 7+ years of progressive HR experience.

Responsibilities

• Provide comprehensive HR support and business partnerships.
• Drive HR operations, employee relations, performance management, and engagement.
• Support leave administration and HR compliance.
• Develop and implement HR processes, SOPs, and initiatives.
• Partner with leaders to address workforce needs and policy guidance.

Skills

HR advisory

Employee relations

Policy implementation

Job description

Job Title: HR Manager

Department: Human Resources

Location: Plantation, Florida

Reports To: SVP – Human Resources

Employment Type: Full-Time

Experience Required: 7+ years of progressive HR experience

Position Summary:

The HR Manager is responsible for providing comprehensive HR support and business partnerships to employees, managers, and business leaders across the organization.

Reporting directly to the SVP of Human Resources, this role serves as a key HR partner responsible for driving effective HR operations, employee relations, performance management, employee engagement, HR compliance, leave administration, and people-related initiatives.

The HR Manager will work closely with business leaders and managers to understand workforce needs, provide practical HR guidance, ensure consistent application of policies and processes, and support a positive and high-performing workplace culture.

The role will also contribute to the development and implementation of HR processes, workflows, SOPs, and strategic HR initiatives across the organization.

Key Responsibilities:

HR Business Partnering:

• Serve as a trusted HR advisor and business partner to managers and employees.
• Partner with leaders to understand business priorities, workforce challenges, and people-related needs.
• Provide guidance on HR policies, procedures, employee matters, and organizational practices.
• Conduct regular meetings with managers and business leaders to proactively identify and address HR concerns.
• Support leaders in making effective and consistent people-related decisions.
• Partner with HR leadership on the implementation of organizational HR initiatives

Employee Relations:

• Manage employee relations matters from initial concern through resolution.
• Partner with managers on employee performance, conduct, attendance, workplace concerns, and other employee-related matters.
• Conduct or support workplace investigations as required.
• Ensure employee relations matters are appropriately documented and handled consistently.
• Escalate complex or high-risk matters to HR leadership and/or Legal when appropriate.

Union & Labor Relations:

• Serve as the primary HR point of contact for union employees and union-related HR matters within the assigned business population.
• Develop and maintain effective working relationships with union representatives, shop stewards, and union leadership.
• Interpret and administer applicable Collective Bargaining Agreements (CBAs) in partnership with HR leadership and Legal.
• Ensure HR practices and employee actions are consistent with applicable union agreements, company policies, and employment laws.
• Partner with managers to address employee relations matters involving union employees.
• Support the administration of:
• Grievances
• Disciplinary actions
• Attendance matters
• Performance concerns
• Employee complaints
• Investigations
• Leave-related matters
• Policy violations
• Participate in grievance meetings and other labor-management discussions as required.
• Maintain appropriate documentation of union-related employee matters and actions.
• Monitor and track grievances, disciplinary actions, and other labor relations cases.
• Partner with HR leadership and Legal on escalated or complex labor relations matters.
• Support the implementation and communication of changes arising from collective bargaining agreements.