US HR Manager

Our client is looking for a US HR Manager to serve as the sole HR leader managing end-to-end operations for a distributed workforce across California, Ohio, Illinois, Texas, and Nevada. In this high-impact position, you will drive everything from talent acquisition and onboarding to employee relations, compliance, and multi-state leave administration. You will also lead crucial HR infrastructure initiatives, including system migrations and the rollout of manager self-service tools. This is an exceptional opportunity for a seasoned HR generalist seeking full ownership of HR strategy and daily operations in a fully remote environment. Schedule:
- Monday
- Friday, 8:00 AM
- 5:00 PM PST, with 1 hour unpaid/paid break (40 work hours per week) Responsibilities Employee Relations & Discipline
- Advise managers on performance, attendance, and conduct issues, and draft and deliver formal written warnings in line with state requirements (for example, Ohio) and leave protections such as FMLA.
- Receive, investigate, and resolve employee complaints, including Speak Up reports, third-party (client or vendor) harassment incidents, and manager conduct concerns. Document findings and lead remediation plans.
- Coach managers and leaders on difficult conversations, documentation, and consistent application of policy. Leave Administration & Benefits
- Administer protected and company leave, including pregnancy disability leave, FMLA, and CFRA, and sequence overlapping entitlements correctly.
- Administer benefits and COBRA, including notices for departing employees, and audit for compliance gaps.
- Manage benefits platform selection and migration (for example, moving California benefits administration to Employee Navigator). Compliance & Risk
- Maintain multi-state compliance across California, Ohio, Illinois, Texas, and Nevada, including mandatory postings, wage and hour rules, and required notices.
- Handle special-case obligations, such as subsequent arrest notification requirements for California employees and contractors.
- Support customer and regulatory audits that require HR evidence, including personnel security and screening requirements (for example, a CJIS audit).
- Review worker classification and manage contractor transitions between staffing vendors and direct independent contractor arrangements.
- Own the end-to-end recruiting process:

job description
s, sourcing, interviewing, offers, and coordination with hiring managers.
- Select and manage background screening vendors.
- Follow the established recruitment, pre-hire, and onboarding SOPs step by step, and run onboarding for new hires. Policy & HR Systems
- Write, update, and communicate HR policies and the employee handbook.
- Maintain HR systems and records, and support platform transitions (such as Gusto to ADP) from the HR side.
- Roll out manager self-service tools and train people managers to use them. Performance, Pay & Recognition
- Manage the performance management process, including goal setting, check-ins, performance improvement plans, and manager coaching on feedback.
- Run the annual appraisal cycle: distribute forms, track completion by employee and manager, follow up on overdue reviews, and keep final appraisals on file.
- Design and run performance programs, including 360-degree feedback for leaders.
- Prepare the annual pay review proposal for direct headcount and present it to leadership.
- Design and run recognition programs, such as service anniversary awards, and present proposals to the executive leadership team. Transition & Offboarding
- Manage resignations, terminations, final pay, benefits continuation, and knowledge transfer, including hiring and onboarding the HR Manager's successor when the role turns over. Requirements
- Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience.
- Significant generalist HR experience, including HR business partner work, with time spent as the sole or lead HR person.
- Working knowledge of federal and multi-state employment law, especially California, Ohio, Illinois, Texas, and Nevada, including FMLA, CFRA, COBRA, and wage and hour rules.
- Proven record handling investigations, discipline, and leave cases from intake to documentation.
- Hands-on experience with HRIS and recruiting tools such as Gusto, ADP, SAP SuccessFactors, Workday, Indeed, iCIMS, and My Service, including implementing or migrating HR systems.
- Proficiency in Microsoft 365 and SharePoint for HR documentation.
- Strong written and verbal communication, sound judgment with confidential information, and the ability to advise executives and managers. Qualifications
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification is preferred.
- Experience in a managed service provider or technology services company is preferred.
- Experience supporting a remote and multi-state workforce is preferred. Systems and Tools
- ADP (Manager Self Service), Gusto, Employee Navigator, SAP SuccessFactors