Human Resources Manager

Our Indianapolis-based client (TCC Solutions) has been committed to helping early childhood education and care (ECEC) agencies since 1999. Guided by the mission to be the nation's leading partner to state and local agencies, our organization is energized and, importantly, qualified to implement purpose-driven ECEC technology and services. Reporting to the CFO, our client is currently seeking a mid-level career HR Professional to lead and take ownership of the HR Operations. Someone who has broad HR generalist experience that can be hands-on in the day-to-day in the administration of HR operations, as well as engage with leadership in HR related topics and planning. Position Summary The Human Resources Manager is a hands-on, highly autonomous HR professional responsible for managing the full scope of human resources operations for a growing technology company of approximately 155 employees. As the HR Team of One, this hybrid role owns the day-to-day administration of HR processes, employee lifecycle management, benefits administration, and performance and merit review cycles. The role also serves as the internal coordinator for immigration-related matters, partnering with external immigration counsel where legal expertise is required. This position works cross-functionally with Finance, IT, Operations, and leadership while maintaining sole accountability for HR execution, compliance support, and employee experience. End-to-End HR Ownership (HR Function Team of One) Serve as the sole HR resource for the organization, managing all HR programs, processes, and administrative activities. Act as the primary point of contact for all employee HR inquiries, ensuring timely, accurate, and professional responses. Establish, document, and continuously improve HR processes, internal controls, templates, and workflows to support consistency, compliance, and audit readiness. Maintain strict confidentiality and exercise sound judgment across all HR matters. HR Operations & HRIS (Paycom) Maintain accurate and compliant employee records in Paycom, including new hires, terminations, compensation changes, job changes, and benefits elections. Enter, review, and verify all payroll-related employee data; coordinate with Finance, which retains responsibility for payroll processing. Perform regular audits of employee and compensation data to ensure accuracy and alignment with approved changes. Prepare payroll-related reports, census data, and ad hoc HR reporting as needed. Benefits Administration Own end-to-end benefits administration, including medical, dental, vision, life, disability, and 401(k) plans. Plan and execute annual open enrollment, including employee communications, broker and vendor coordination, system configuration, and post-enrollment audits. Manage employee life event changes and serve as the primary liaison with benefits vendors and brokers. Reconcile benefits invoices and support Finance with reporting and billing reviews. Leave Administration & Accommodations Administer and track employee leaves of absence, including FMLA, applicable state and local leave programs, company-sponsored leaves, and ADA accommodations. Coordinate leave administration through Paycom and, as applicable, third-party vendors. Ensure proper documentation, employee communications, and compliance with applicable laws. Onboarding & Offboarding Manage full-cycle onboarding, including Paycom setup, benefits enrollment, I-9 completion, policy acknowledgements, and orientation coordination. Coordinate recruiting logistics related to HR administration, including offer letter administration, background checks, and onboarding handoff with hiring managers and external recruiters as applicable. Partner with IT and managers to ensure timely provisioning of equipment, system access, and onboarding readiness. Oversee offboarding processes, including terminations in Paycom, coordination of final pay with Finance, benefits continuation notices, exit interviews, and access deactivation. Performance Management & Merit Cycles Plan, coordinate, and administer company-wide performance review cycles. Support annual merit increase planning by validating eligibility, job data, and compensation details. Prepare system uploads, documentation, and reporting to ensure accurate and timely implementation of approved compensation changes. Immigration Coordination Serve as the internal point of contact for employee immigration-related matters. Gather required employee and business documentation, respond to routine employee questions, and coordinate requests. Liaise with external immigration counsel to ensure timely communication and status tracking. Track visa status and key deadlines; external counsel retains responsibility for legal advice and filings. HR Policies & Employee Relations Own and maintain HR policies and the employee handbook, ensuring updates reflect legal, operational, and organizational changes. Coordinate required employee training and acknowledgements, including compliance and policy-related training, and track completion. Provide guidance to employees and managers on HR policies, practices, and employee relations matters. Document HR issues and support investigations and corrective actions in partnership with leadership and legal counsel as needed. Employee Engagement & Culture Partner with the culture committee as they plan and execute employee engagement initiatives, including summer events, holiday celebrations, recognition programs, and milestone acknowledgements. Assist with the ownership of the event logistics, budgets, communications, and vendor coordination. Vendor Management Manage HR-related vendor and broker relationships, including benefits providers, background check vendors, immigration counsel, and HR consultants. Evaluate vendor performance and ensure effective service delivery and cost management. Cross-Functional Collaboration Partner closely with Finance on payroll inputs, benefits reconciliation, and HR-related reporting. Collaborate with IT on system access, onboarding/offboarding workflows, and HR systems administration. Support leadership with workforce data, reporting, and HR insights as requested. Reporting Structure Operates as a one-person HR function and reports to executive or senior leadership. Partners cross-functionally with Finance, IT, and Operations. Hybrid Role Description Hybrid role with a combination of on-site and remote work. On-site presence required for onboarding activities, employee meetings, and company events. Occasional availability outside standard business hours to support events or critical HR needs. Qualifications At least seven (7) years of progressive HR experience in start-up/scale-up organizations. Experience supporting North America and or Global HR is important. Experience supporting onsite as well as field-based employees. Experience with payroll processing, benefits administration, and HRIS systems. A knowledge of people-strategy trends and awareness of which are truly effective; practice sound judgment in assessing which are worth adopting and which to ignore. Excellent project management skills with a proven ability to design and implement people operation strategies that deliver meaningful results. A natural coaching and mentoring style, listening effectively, and building rapport across the workforce. Strong written, presentation, and verbal communication skills that are naturally fluid based on the audience and setting. A can-do, make-it-happen attitude with an ability to establish and maintain positive relationships that foster results. A bachelor's degree in HR or a related field is preferred. HR Certification (SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus. J-18808-Ljbffr