Human Resources Manager

Chesley Brown International; Smyrna (GA); On-site; USD 90,000 - 115,000; Full time

Benefits offered by this job

Health insurance

Dental insurance

Vision insurance

Retirement benefits

Other voluntary benefits

Job summary

Chesley Brown International is seeking a Human Resources Manager to lead HR operations across assigned regions, partnering with regional and corporate leadership to drive compliant, high-performing HR programs and initiatives.

The role directs HR Generalists, Recruiters, and HR Assistants, ensuring training, policy adherence, and timely escalations for employee relations and investigations. Regional travel is required.

Qualifications

• Bachelor's degree in HR, Business Administration, or related field.
• Minimum 5 years of progressive HR experience, including at least 2 years in a supervisory or leadership role.
• Professional HR certification (PHR, SHRM-CP, SPHR) strongly preferred.
• Experience supporting multi-site operations, service-based environments, or the security industry preferred.

Responsibilities

• Direct and oversee all HR operations for assigned regions, ensuring timely, accurate, and compliant delivery of HR services.
• Provide daily leadership, coaching, mentoring, and accountability for HR Generalists, Recruiters, and HR Assistants.
• Ensure HR staff are properly trained, informed, and meeting performance expectations.
• Serve as the primary escalation point for employee relations, compliance concerns, investigations, and policy interpretation.
• Collaborate with corporate and regional leadership to implement HR strategies, initiatives, and process improvements.
• Oversee benefits administration for health, dental, vision, retirement, and other voluntary programs.
• Manage the benefits portal to ensure accurate enrollments, updates, and reporting.
• Ensure compliance of benefits programs with federal, state, and local regulations (eg, ACA, ERISA, COBRA).
• Act as the primary contact for employees regarding benefits questions, enrollments, changes, and claims.
• Collaborate with external vendors and brokers to manage plan offerings, open enrollment, and communications.
• Lead investigations into employee complaints, misconduct, policy violations, and workplace issues; document and recommend corrective actions.
• Maintain compliance with applicable laws and regulations (FLSA, EEOC, ADA, FMLA, I-9, and related requirements).
• Oversee leave administration, workplace accommodations, and return-to-work programs.
• Apply HR policies consistently across regions to minimize risk and protect company interests.
• Support workforce planning, staffing forecasts, promotions, and succession planning with Regional and Security Directors.
• Oversee recruiting strategies, ensuring compliant hiring, background checks, accurate onboarding, and timely time-to-fill metrics.
• Support employee development, internal mobility, and retention initiatives.
• Drive performance management and annual reviews with objective, timely, and compliant documentation.
• Coach leaders on performance expectations, documentation standards, feedback delivery, and corrective actions.
• Foster a culture of professionalism, accountability, high performance, and employee appreciation.
• Manage HRIS workflows, employee status changes, payroll support processes, and data integrity.
• Prepare and present HR reports on turnover, retention, investigations, training compliance, and performance metrics.
• Maintain and support internal or external HR audits.
• Develop, manage, and monitor HR budgets related to recruiting, training, and employee initiatives.
• Evaluate HR programs for effectiveness and identify improvements or cost‑saving opportunities.
• Represent HR in leadership and client‑site meetings to support workforce compliance and operational expectations.
• Provide guidance to leadership on HR best practices, policy application, and risk mitigation.
• Make decisions regarding HR policy interpretation, corrective actions, and employee relations outcomes.
• Approve staffing adjustments, hiring recommendations, pay changes, and HR‑related expenditures within delegated authority.
• Determine when legal, corporate, or sensitive matters require escalation to Corporate HR or senior leadership.

Skills

HR leadership

Employee relations

HR compliance

Staff coaching

HRIS

Payroll support

Reporting

Education

Bachelor's degree in HR or related field

Master’s degree preferred

Tools

HRIS platforms

Microsoft Word

Microsoft Excel

Microsoft Outlook

Microsoft Teams

HR reporting systems

Job description

The Human Resources Manager leads HR operations for designated regions, partnering with regional and corporate leadership to drive compliant, high-performing HR programs and initiatives.

Responsibilities

• Direct and oversee all HR operations for assigned regions, ensuring timely, accurate, and compliant delivery of HR services.
• Provide daily leadership, coaching, mentoring, and accountability for HR Generalists, Recruiters, and HR Assistants.
• Ensure HR staff are properly trained, informed, and meeting performance expectations.
• Serve as the primary escalation point for employee relations, compliance concerns, investigations, and policy interpretation.
• Partner with corporate and regional leadership to implement HR strategies, initiatives, and process improvements.
• Oversee benefits administration for health, dental, vision, retirement, and other voluntary programs.
• Manage the benefits portal to ensure accurate enrollments, updates, and reporting.
• Ensure compliance of benefits programs with federal, state, and local regulations (eg, ACA, ERISA, COBRA).
• Act as the primary contact for employees regarding benefits questions, enrollments, changes, and claims.
• Collaborate with external vendors and brokers to manage plan offerings, open enrollment, and communications.
• Lead investigations into employee complaints, misconduct, policy violations, and workplace issues; document and recommend corrective actions.
• Maintain compliance with applicable laws and regulations (FLSA, EEOC, ADA, FMLA, I-9, and related requirements).
• Oversee leave administration, workplace accommodations, and return-to-work programs.
• Apply HR policies consistently across regions to minimize risk and protect company interests.
• Support workforce planning, staffing forecasts, promotions, and succession planning with Regional and Security Directors.
• Oversee recruiting strategies, ensuring compliant hiring, background checks, accurate onboarding, and timely time-to-fill metrics.
• Support employee development, internal mobility, and retention initiatives.
• Drive performance management and annual reviews with objective, timely, and compliant documentation.
• Coach leaders on performance expectations, documentation standards, feedback delivery, and corrective actions.
• Foster a culture of professionalism, accountability, high performance, and employee appreciation.
• Manage HRIS workflows, employee status changes, payroll support processes, and data integrity.
• Prepare and present HR reports on turnover, retention, investigations, training compliance, and performance metrics.
• Maintain and support internal or external HR audits.
• Develop, manage, and monitor HR budgets related to recruiting, training, and employee initiatives.
• Evaluate HR programs for effectiveness and identify improvements or cost‑saving opportunities.
• Represent HR in leadership and client‑site meetings to support workforce compliance and operational expectations.
• Provide guidance to leadership on HR best practices, policy application, and risk mitigation.
• Make decisions regarding HR policy interpretation, corrective actions, and employee relations outcomes.
• Approve staffing adjustments, hiring recommendations, pay changes, and HR‑related expenditures within delegated authority.
• Determine when legal, corporate, or sensitive matters require escalation to Corporate HR or senior leadership.

Requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field; Master’s degree preferred.
• Minimum of 5 years of progressive HR experience, including at least 2 years in a supervisory or leadership role.
• Professional HR certification (PHR, SHRM-CP, SPHR) strongly preferred.
• Experience supporting multi-site operations, service-based environments, or the security industry preferred.

Technologies

• Microsoft Word
• Microsoft Excel
• Microsoft Outlook
• Microsoft Teams
• HRIS platforms
• HR reporting systems

Benefits

• Health insurance
• Dental insurance
• Vision insurance
• Retirement benefits
• Other voluntary benefits

Travel Requirements

• Regional travel required approximately 10-25% to support investigations, training, hiring events, or HR audits.

Work Environment

Fast paced environment supporting 24/7 operations with frequent interaction with field leadership. Requires consistent follow-through and availability during critical HR issues or escalations.

Work Schedule

Standard business hours with flexibility required to support investigations, hiring needs, and field operations.

Physical Requirements

• Ability to sit, stand, walk, and move between office and client sites as needed.
• Ability to lift up to 20 pounds occasionally for HR materials or event support.

Equal Employment Opportunity

Chesley Brown International is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, sex, national origin, disability, veteran status, or any other characteristic protected by law.

Knowledge, Skills & Abilities

• Expert knowledge of HR operations, employment law, and compliance requirements.
• Strong leadership and supervisory skills with the ability to coach, direct, and hold staff accountable.
• Excellent written and verbal communication, including investigation and documentation proficiency.
• Ability to manage confidential and sensitive information with discretion and sound judgment.
• Strong organizational skills with the ability to manage competing priorities in a fast‑paced, multi‑site environment.
• Proficiency in HRIS platforms, Microsoft Office (Word, Excel, Outlook, Teams), and HR reporting systems.