HR Manager

Description

Our Billings, Montana office is currently seeking a full-time HR Manager .

This is an on-site position in Billings, MT.

We’re looking for an experienced and approachable HR Manager to lead day-to-day HR operations, support and develop our HR team, and serve as a trusted resource for leaders and employees across our on-site and remote workforce. This is a hands-on working-manager position, not a primarily administrative or consultative role. The HR Manager is expected to independently evaluate facts, apply policy and employment-law requirements, determine appropriate next steps within delegated authority, document the basis for decisions, and drive matters to completion.

KEY RESPONSIBILITIES:

HR Administration, Compliance & Process Improvement

• •Oversee daily HR operations, including benefits administration, employee and payroll-related changes, HRIS data, and records management.
• •Lead and facilitate the annual performance review cycle, including timelines, manager guidance, completion tracking, and documentation consistency.
• •Develop, implement, and improve HR procedures, training, templates, workflows, and operational controls.
• •Conduct periodic audits of HR records, documentation, and processes to ensure compliance, accuracy, and consistency.
• •Identify compliance risks, operational gaps, and process inefficiencies; implement practical solutions and elevate material compliance, cost, policy, or organizational matters to the HR Director.
• •Ensure HR programs, communications, and guidance consistently support both on-site and remote employees.

HR Team Leadership & Operations

• •Lead and develop 1-3 direct reports by setting priorities, assigning work, coaching performance, developing talent, and building accountability.
• •Establish expectations for responsiveness, service quality, documentation standards, and compliance.
• •Oversee workload distribution, case management, and escalated matters to ensure timely, accurate, and consistent support.
• •Monitor team performance, identify development opportunities, and implement process improvements to enhance effectiveness.
• •Independently resolve routine HR matters and appropriately escalate those involving significant risk, cost, executive employees, legal exposure, or material policy considerations.

Benefits Administration & Enrollment

• •Own administration of new-hire benefits enrollment, including eligibility verification, employee education, enrollment processing, and payroll deduction coordination.
• •Lead annual open enrollment, including employee communications, education, enrollment support, and data validation.
• •Serve as the primary day-to-day contact for employee benefits questions, enrollment changes, and administrative issues.
• •Monitor benefits utilization, employee feedback, and administrative trends and provide recommendations for program improvements.

Recruiting & Onboarding

• •Oversee workforce planning, recruiting strategy, selection practices, and full-cycle recruiting operations.
• •Directly manage executive, leadership, specialized, and other high-impact searches.
• •Evaluate recruiting effectiveness, staffing trends, and workforce needs and recommend improvements.
• •Lead onboarding and orientation processes to ensure a compliant, organized, and engaging new-hire experience.
• •Ensure recruiting, hiring, and onboarding practices align with company standards, compliance requirements, and workforce objectives.

Leave, Accommodations & Workers’ Compensation

• •Oversee timely, compliant administration of leave programs and accommodation requests while ensuring a consistent and well-documented interactive process.
• •Independently manage complex, escalated, or high-risk leave and accommodation matters.
• •Oversee workers' compensation reporting, carrier communication, claim administration, and return-to-work planning.

Employee Relations, Discipline & Investigations

• •Advise leaders on employee relations, attendance, performance management, corrective action, policy interpretation, and workplace concerns.
• •Independently lead complex workplace investigations, including planning, interviews, evidence review, factual analysis, findings, and recommendations.
• •Ensure investigations are timely, impartial, confidential, well-documented, and evidence based.
• •Identify and mitigate employee relations, compliance, and workplace risks through proactive consultation and problem-solving.
• •Escalate conflicts, privilege concerns, retaliation risks, executive involvement, or other matters requiring reassignment, legal guidance, to the HR Director.

Compensation & Workforce Analysis

• •Analyze market pay, internal equity, pay compression, job comparisons, salary ranges, workforce trends, and proposed compensation changes.
• •Conduct job evaluations and support maintenance of compensation structures and job architecture.
• •Prepare data-supported options, business impacts, risk assessments, and recommendations for review by the HR Director and leadership.
• •Accurately implement approved compensation decisions and related documentation.

KEY SKILLS:

• •Proven HR team leadership, coaching, delegation, accountability, and employee development.
• •Broad knowledge of recruiting, onboarding, benefits administration, employee relations, leave administration, accommodations, workers' compensation, performance management, discipline, and investigations.
• •Strong knowledge of federal and multi-state employment laws and the ability to translate requirements into practical guidance.
• •Exceptional attention to detail and commitment to accuracy in documentation, communication, reporting, and compliance activities.
• •Strong judgment, discretion, neutrality, and documentation practices when managing sensitive matters.
• •Ability to independently research issues, analyze information, evaluate risks, and develop practical recommendations.
• •Strong investigation, analytical, communication, organization, and conflict-resolution skills.
• •Ability to identify risks, operational gaps, and potential issues before they escalate.
• •Ability to balance operational oversight, team development, employee advocacy, compliance obligations, and business needs.
• •Proven ability to manage competing priorities, shifting deadlines, and multiple complex cases simultaneously.
• •Team-oriented, proactive, resourceful, and service-focused, with a strong sense of ownership and follow-through.

MINIMUM QUALIFICATIONS:

• •5+ years of progressive, broad-based HR experience, including leave and accommodations, employee relations, discipline, investigations, recruiting, onboarding, and workers’ compensation.
• •2+ years of direct HR supervision, including coaching, workload management, performance, and development.
• •Bachelor’s degree in human resources, business administration, or a related field preferred; equivalent experience considered.
• •Demonstrated experience applying federal and multi-state employment requirements to operational decisions.
• •Experience using HRIS and workforce data to identify trends, audit accuracy, manage risk, and support recommendations
• •Proficiency in Microsoft Office Suite.
• •Ability to travel as needed.

PHYSICAL REQUIREMENTS:

• •Prolonged periods of sitting.
• •Perform repetitive tasks such as typing and clicking.
• •Must be able to lift and move light items up to 20 pounds at times.
• •Must be able to bend, reach, push, pull, lift, and sit.

The physical demands are representative of those that must be met to successfully perform the essential functions of the job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

BENEFITS:

The company offers a comprehensive benefits package including:

• •Medical, dental, and vision.
• •Voluntary life, accident, critical illness, hospital indemnity, and short-term disability.
• •Vacation, sick, and floating holidays.
• •Employee assistance program.
• •Paid parental leave.
• •401(k) retirement plan.

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