Human Resources Manager

Ctsbim; United States; Remote; USD 90,000 - 120,000; Full time

Benefits offered by this job

Remote-first policy

Hybrid opportunities

Bonuses

Paid time off

Holidays & floating holidays

Mentorship programs

Employee recognition

Career development

Entrepreneurship training

Job summary

CTS is seeking an experienced Human Resources Manager to build HR/payroll infrastructure from the ground up, owning vendor selection, systems, and policy at a fast-growing company. Remote role with occasional travel supports payroll continuity, compliance across states, and benefits administration.

You will lead a small HR team, own recruitment and onboarding, and coordinate with Finance, Legal, and IT to implement HRIS and data security while ensuring policy consistency and legal compliance.

Qualifications

• Bachelor’s degree in HR, business administration, or related field.
• SHRM-CP/PHR or SHRM-SCP/SPHR and CPP preferred.
• Direct, hands-on experience with a PEO-to-in-house transition or building HR/payroll infra from scratch.
• Working knowledge of multi-state payroll tax registration and unemployment insurance.
• Experience selecting and implementing payroll platforms, not just operating one.
• Experience sourcing group health insurance and retirement plans.
• People management experience leading a small team.
• Able to manage a high-stakes, multi-month HR project while maintaining day-to-day HR.

Responsibilities

• Own end-to-end plan and timeline to exit the Rippling PEO with payroll continuity.
• Evaluate and select a payroll platform for US W-2 employees and international contractors.
• Rebuild in-house HR workflows: onboarding, time-off, expense workflows, payroll processing.
• Register CTS for state income tax withholding and unemployment insurance in states with employees.
• Own state compliance obligations typically absorbed by a PEO.
• Track multi-state leave and employment law changes.
• Research and select cost-effective group health insurance and retirement plans.
• Oversee open enrollment and plan administration after selection.
• Lead recruitment, onboarding, and employee records for a fast-growing org.
• Maintain foundational HR docs (handbook) across all states of operation.

Skills

HR management

Multi-state payroll

Vendor management

People leadership

Project management

Education

Bachelor’s Degree in HR or related field

SHRM-CP/PHR or SHRM-SCP/SPHR (preferred)

CPP (Certified Payroll Professional)

Tools

HRIS systems

Payroll platforms

Job description

CTS is a leader in Virtual Design and Construction (VDC) solutions, providing innovative project execution in the construction industry. Our team collaborates on large-scale aviation, transportation, civil, commercial, and mission critical projects, leveraging cutting-edge technology to improve workflows and optimize project outcomes. At CTS, we foster a culture of growth, problem-solving, and technical excellence-where every team member has the opportunity to make a real impact.

Why Join CTS?

CTS is growing rapidly, and we are looking for talented individuals who are passionate about the intersection of technology and construction. We offer a dynamic work environment where innovation is encouraged, and professional development is a priority. As part of our team, you will work alongside industry experts, gain hands‑on experience with leading VDC tools, and contribute to projects that shape the built environment.

Position: Human Resources Manager
Location & Time Zone: Remote - Occasional travel required as needed.
Position Type: Full‑Time
Pay: Salary
Direct Reports: HR Specialist & HR Admin
Reporting To: President/CEO

General Job Description

This is a chance to build CTS's HR, payroll, and benefits infrastructure from the ground up, with real ownership over vendor selection, systems, and policy at a company that’s growing fast. If you want to run something rather than administer something, this is that role.

Key Responsibilities

• Own the end-to-end plan and timeline to exit the Rippling PEO relationship without a lapse in payroll, tax filing, or benefits continuity
• Evaluate and select an independent payroll platform capable of handling both US W-2 employees and international contractors
• Rebuild workflows in‑house including: new hire W-2 onboarding, contractor onboarding, time‑off policy administration, expense management approval workflows, and payroll processing itself
• Sequence the cutover to minimize risk a failed transition affects real people's paychecks and benefits, not just internal admin
• Confirm and directly register CTS for state income tax withholding and unemployment insurance in every state where CTS has employees
• Own state‑specific compliance obligations that a PEO otherwise absorbs
• Track multi‑state paid leave and employment law changes on an ongoing basis as CTS adds states/employees
• Research, compare, and select a cost‑effective, quality group health insurance plan to replace PEO‑provided coverage, including running the vendor/broker comparison process directly rather than through the PEO
• Research, select, and implement a company retirement plan (401k or equivalent), including evaluating whether it satisfies state mandates like CalSavers
• Own open enrollment and ongoing plan administration once selected
• Balance cost control against competitiveness/retention as CTS scales headcount
• Manage and develop a small HR team, including balancing team members’ existing strengths and development areas
• Own recruitment, onboarding, and employee records for a fast‑growing organization
• Maintain and finish outstanding foundational HR documentation (e.g., employee handbook/manual) and keep it current across all states of operation
• Serve as the primary point of contact for employee relations, performance management processes, and HR‑related policy questions
• Own coordination with outside immigration counsel on visa sponsorship, work authorization, and related casework for employees who need it
• Track work authorization deadlines and renewals as part of standard personnel record‑keeping
• Build and maintain auditable personnel record systems independent of the PEO’s system of record
• Establish CTS‑owned HR policies (time off, leave, contractor classification, etc.) currently managed by an external source
• Ensure worker classification (employee vs. contractor, domestic vs. international) is legally sound and consistently documented
• Coordinate with Finance on payroll funding, tax filings, and expense workflows
• Coordinate with Legal/outside counsel on contractor agreements, worker classification, and employment law matters
• Coordinate with IT on payroll/HRIS system implementation and data security

Skills & Qualifications

• Required: Bachelor’s Degree: HR, Business Administration, or a related field
• Preferred: SHRM-CP or PHR (or the senior versions, SHRM-SCP/SPHR) and CPP (Certified Payroll Professional)
• Direct, hands‑on experience with a PEO-to-in‑house transition, or equivalent experience building HR/payroll infrastructure from scratch at a growing company
• Working knowledge of multi‑state payroll tax registration, unemployment insurance, and business licensing requirements
• Experience selecting and implementing payroll platforms not just operating one
• Experience directly sourcing (not just administering) group health insurance and retirement plans
• People management experience, able to lead, coach, and hold a small team accountable
• Comfortable owning a high‑stakes, multi‑month project with legal and financial consequences, while keeping day‑to‑day HR running

What We Offer

• Remote‑First & Hybrid positions
• Competitive salary + performance‑based bonuses
• Paid time off, paid holidays, & floating holidays
• Real mentorship and fellowship
• Employee recognition programs
• Career development and growth opportunities
• Entrepreneurship training (learn how to build a business!)