Department: Human Resources / Job Corps

Reports To: Center Director (with Corporate HR oversight)

Position Summary

The Human Resources Manager supports and oversees human resources operations at the Center, including employee relations, recruitment, performance management, compensation, benefits, staff development, training, and regulatory compliance. The position ensures consistent HR practices, accurate and secure personnel records, and employment decisions aligned with applicable laws, Department of Labor (DOL), Office of Federal Contract Compliance Programs (OFCCP), Job Corps requirements, and Bizzell policies and procedures.

The Human Resources Manager advises Center leadership, supervisors, and employees on HR policies, workplace concerns, performance matters, and workforce management, exercising sound judgment, impartiality, confidentiality, and accountability.

Operational Expectations and Professional Standards

• Confidentiality: Protect sensitive employee and organizational information and disclose it only to authorized individuals.
• Organization and Documentation: Maintain complete personnel records and documentation of employment actions, approvals, compliance activities, and reports.
• Impartiality and Professional Judgment: Apply established policies and job-related criteria fairly and consistently, avoiding favoritism and conflicts of interest.
• Accountability and Communication: Meet deadlines, secure required approvals, communicate significant HR matters, and escalate operational risks.
• Compliance and Integrity: Follow applicable laws, contract obligations, policies, and authorization processes; promptly escalate potential concerns.

Scope of Work / Essential Duties and Responsibilities

1. Human Resources Operations and Compliance

• Plan, administer, evaluate, and improve Center HR activities and procedures.
• Monitor compliance with DOL, OFCCP, EEO, QAP, PRH, Job Corps notices and bulletins, and organizational requirements.
• Maintain confidential, complete personnel records and supporting documentation for employment actions, benefits, training, and compensation.
• Process hires, transfers, separations, promotions, and compensation changes accurately, timely, and with required approvals.
• Support audits, quality assurance reviews, compliance reporting, and corrective actions.
• Follow applicable property control, workplace safety, and housekeeping requirements.

2. Recruitment and Workforce Management

• Oversee postings, screening, interviews, reference checks, selection, and onboarding.
• Ensure fair, consistent, documented hiring practices and compliance with EEO requirements.
• Maintain position descriptions and staffing documentation; partner with Center leadership on staffing, retention, and workforce planning.

3. Compensation, Benefits, Payroll, and HRIS

• Administer compensation structures, labor grades, position assignments, and wage documentation.
• Oversee applicable health, life, disability, tuition reimbursement, and retirement benefit administration and eligibility records.
• Ensure payroll and HRIS transactions are accurate, authorized, and submitted on time.
• Monitor overtime and substitute staffing, identify discrepancies, and verify preapprovals, timekeeping, and documentation.
• Hold supervisors accountable for scheduling and overtime procedures; escalate recurring or significant issues to the Center Director.

4. Employee Relations and Performance Management

• Advise employees and management on HR policies, workplace concerns, and employee relations.
• Receive and address complaints and concerns promptly, objectively, and professionally.
• Guide managers on coaching, performance management, corrective action, and disciplinary documentation, including suspensions and terminations, subject to approval requirements.
• Conduct or coordinate workplace investigations and maintain accurate supporting documentation.
• Evaluate HR-function performance and recommend appropriate development, discipline, promotion, or merit actions.
• Promote consistent policy application, positive employee relations, and a professional work environment.

5. Training, Staff Development, and Career Success

• Coordinate mandatory training, completion tracking, attendance, and records.
• Coach and support employee development and professional growth.
• Ensure required PRH and other mandatory training is completed; noncompletion may result in discipline under applicable policy.
• Model Career Success Standards and support the Center’s CDSS plan and Code of Conduct.
• Reinforce professional behaviors, accountability, and workplace skills that support student career success.

6. Leadership, Communication, and Operational Effectiveness

• Partner with the Center Director and department leaders on workforce needs, HR priorities, and compliance risks.
• Provide timely, accurate, professional HR communication and responsive service.
• Support organizational goals through prioritization, planning, and continuous improvement.
• Demonstrate Bizzell core values, operating principles, and Healthy Workplace Environment policy.
• Perform other duties consistent with the position and Center needs.

These duties describe the primary functions of the position and are not exhaustive. Additional duties may be assigned consistent with organizational needs and the scope of the role. 

Performance Standards / Competencies

• Communication: Clear, accurate written and verbal communication; active listening; timely and confidential updates.
• Organization and Execution: Effective prioritization, deadlines, documentation, follow-through, and process improvement.
• Professionalism, Confidentiality, and Impartiality: Discretion, integrity, objective decisions, appropriate boundaries, and professional workplace relationships.
• Accountability and Compliance: Proper approvals, documented actions, recognition and escalation of compliance risks, and ownership of results.
• Leadership and Management: Collaboration across diverse teams, coaching, feedback, accountability, and alignment with Center goals.
• Continuous Improvement and Mission Alignment: Service improvement, mission-focused HR support, Career Success Standards, CDSS, and Code of Conduct.

• To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.
• Proficiency with advanced Microsoft Office applications, including Word, PowerPoint, Outlook, and Excel.
• Computer Literacy with basic computer functions, email, internet, and basic programs such as Adobe Acrobat.
• Outstanding and high-level communication skills, organizational skills, interpersonal skills, and conflict resolution skills.
• Knowledge of federal, state, and local labor laws and regulatory compliance.
• Proficiency with payroll and/or HR applications and programs or quick ability to learn.

Experience

• Four to six years of related experience and/or training. One-year supervisory experience preferred.

Education

• Bachelor’s degree from a four-year college or university in Business Management, Human Services, Psychology, or related field required and/or equivalent combination of education and experience.

Certificates, Licenses, Registrations

• Professional in Human Resources Certification (PHR) preferred. Valid State Driver’s License.

We welcome candidates from diverse backgrounds and experiences. Even if you do not meet every qualification listed, we encourage you to apply if your skills, compassion, and dedication align with our mission. We are committed to an inclusive workplace where every team member is respected, valued, and empowered to succeed.

Bizzell US is an Equal Opportunity Employer. All qualified applicants will receive consideration without regard to race, color, religion, sex, age, national origin, disability, protected veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable law.