Human Resources Manager/Recruiter

ABOUT US

SSA is a fast-growing founder- and employee-owned M&A platform in the scientific instrument space revolutionizing the scientist's experience of regulation-mandated services. We recently completed our beachhead acquisition in Minneapolis, MN, expect to close an additional 5 deals this year, and have 150+ active opportunities in our pipeline.

At SSA, we believe that the best way to live our lives and contribute to those around us is by being the very best versions of ourselves, and we take our jobs as an opportunity to do just that--be the best. Because we are all owners, we care about results and not processes, relentlessly pursue good ideas from EVERY ONE of us, and thrive in taking smart risks in uncharted territory.

POSITION

The HR Manager will be working directly with the CEO with a matrix report to the COO, be an integral part of the management team, and be expected to develop and oversee the human resources functions of the organization. This is a human resources role with potential for significant involvement and impact from the start.

The ideal manager will be a current recruiting or HR manager with experience scaling frontline talent in fast growing young organizations, ideally in field service. This is a very unique opportunity for a highly entrepreneurial and people-centric talent professional to build an HR org from the ground up.

DUTIES

Talent Acquisition and Recruitment (35% of time):

• Coordinate onboarding and orientation programs for new employees.
• Attend career fairs in local colleges
• Post job openings, review resumes, conduct interviews, and make hiring decisions.
• Develop and implement effective recruitment strategies to attract and hire top talent.
• Develop, establish, and maintain employer brand and opportunities story including online in sites like Glassdoor and Handshake

Employee Relations (5% of time):

• Address employee concerns, grievances, and conflicts.
• Foster positive relationships between employees and management.
• Develop and enforce workplace policies and procedures.

Performance Management (5% of time):

• Provide coaching, feedback, and guidance to employees and managers.
• Manage the performance improvement plan process.
• Design and implement performance appraisal processes.

Training and Development (10% of time):

• Provide opportunities for skill development and career growth.
• Monitor and track employee progress and development.
• Identify training needs and develop training programs for employees.

Compensation and Benefits (10% of time):

• Manage employee benefits programs, including health insurance, retirement plans, and leave policies.
• Administer compensation structures and ensure fair and competitive pay.
• Stay updated on compensation trends and industry benchmarks.

HR Compliance (10% of time):

• Maintain accurate employee records and documentation.
• Prepare and file reports required by government agencies.
• Ensure compliance with labor laws, regulations, and industry standards.

Workforce Planning (5% of time):

• Develop succession plans and talent pipelines for key roles.
• Forecast workforce needs based on business goals and growth projections.
• Assist in organizational restructuring and workforce realignment.

Employee Engagement and Wellness (5% of time):

• Monitor employee satisfaction and implement wellness programs.
• Implement initiatives to boost employee morale and engagement.

HR Technology (5% of time):

• Explore and implement technological solutions for HR processes.
• Manage and optimize HRIS (Human Resources Information System) platforms.
• Linked-in, Glassdoor, Indeed

Conflict Resolution and Mediation (5% of time):

• Facilitate resolution of disputes and conflicts among employees.
• Conduct mediation sessions to resolve disagreements.

Termination and Offboarding (5% of time):

• Manage employee separations, including exit interviews and documentation.
• Ensure compliance with legal requirements during terminations.