Senior Human Rescources Manager

Company: Hoffman & Hoffman, Inc. | Hoffman Hydronics (HHY)

FLSA Status: Exempt

Reports To: President, Hoffman Hydronics

Position Summary

The Senior HR Manager serves as the senior human resources leader for Hoffman Hydronics, one of four divisions of Hoffman & Hoffman, Inc., an employee-owned (ESOP) commercial HVAC company. This is a strategic role focused on workforce planning, organizational design, and HR direction for the division, in close partnership with division leadership, corporate HR, and the corporate Talent Acquisition and Benefits teams.

The Senior HR Manager leads through a direct report, the HR Manager – Business Partner, who owns day-to-day employee relations and operational HR work. This role is best suited to an HR leader who can set direction, develop HR talent, and engage with division leadership at a strategic level, while staying available to guide complex or high stakes matters.

Key Responsibilities

Team Leadership

• Manage and develop the HR Manager – Business Partner, who is responsible for day-to-day employee relations and operational HR support within HHY
• Set priorities and direction for the HR Manager – Business Partner, and provide guidance and escalation support on complex or high-stakes matters
• Build HR capability and bench strength within the division Strategic HR Leadership & Workforce Planning
• Serve as the senior HR advisor to Hoffman Hydronics leadership, shaping HR strategy that supports the division's business objectives
• Lead workforce planning for the division, including succession planning for key roles and long-term staffing strategy
• Partner with division leadership on organizational design and structure Employee Relations & Performance Management
•  Provide oversight and guidance on complex employee relations matters, investigations, and disciplinary action
• Ensure consistency in performance management practices and documentation across HHY
• Partner with division leadership on organizational and staffing decisions Talent Acquisition
• Partner with the corporate Talent Acquisition team on HHY hiring strategy, including workforce forecasting, role requirements, and support for hiring managers on key positions

Compensation & Benefits

• Manage compensation benchmarking, job description development, and pay decisions for HHY roles
• Partner with the corporate Benefits and HR team on division-level benefits strategy and communication
• Oversee administration of incentive and bonus plans for HHY positions

Compliance & Policy

• Ensure HHY practices comply with federal, state, and local employment law across the company's operating states (North Carolina, Virginia, South Carolina, Tennessee, Alabama and Georgia)
• Partner with HR to implement and enforce company-wide policies at the division level

Employee Engagement & ESOP Culture

•  Set the division's strategy for employee engagement and recognition
•  Help reinforce ESOP education and ownership culture among HHY employees
• Serve as a visible HR leadership presence across HHY locations

Qualifications

Required

•  Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent combination of education and experience
•  7+ years of HR management experience, including experience managing HR staff
• Strong working knowledge of employment law, including multi-state compliance
• Demonstrated experience leading employee relations matters and performance management processes
• Excellent judgment, discretion, and ability to maintain confidentiality

Preferred

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification
•  Experience in a manufacturing, construction, or skilled trades environment
•  Experience working within an ESOP or employee-ownership culture
•  Familiarity with HRIS platforms and HR data analysis

Core Competencies

•  Strategic partnership with operational leadership
•  Ability to lead, coach, and develop HR staff
•  Sound, consistent decision-making in employee relations matters
•  Strong written and verbal communication across all levels of the organization
•  Ability to balance division-specific needs with company-wide consistency
•  Comfortable operating independently across multiple sites