The Talent and Culture (HR) Manager role is the cornerstone of our internal team, ensuring that our manufactured housing and RV park operations run smoothly and efficiently. This role is a team of one who will work closely with various departments, including operations, management, and sales, to support the growth and development of our rapidly expanding company. We are a small team and looking for a manager to own the full cycle of Talent, Culture and HR while being a part of shaping our future. We are dedicated to managing our own Manufactured Housing communities, with no third-party involvement, allowing us to maintain a unified and focused business process. Our team is passionate about our mission, and we fiercely protect our culture and the well-being of our employees. We are seeking an exceptional HR professional to join our team and help us continue building something extraordinary.

Do the Following ThingsSound Like You?

You believe that treating your employees well is the best way to mitigate compliance risks
You listen to understand, and partner with managers to find unique solutions to their people problems
You enjoy the challenge of being an HR team of one surrounded by a cross functional team of awesome people
You are not afraid to get your hands dirty in the weeds on HR while simultaneously operating at a strategic level to plan for the future
You have a knack for creating and implementing processes, systems and technology to make employee’s lives easier and support business goals
You are amazing at follow up, being thorough, and efficiency
You thrive in a busy workplace with various responsibilities.
You turn on a dime when you get interrupted, or a deadline quickly changes
Overall, you love to help people, are service oriented, and a problem solver!

If this describes you, you’re absolutely in the right place! Here are the responsibilities and qualifications of our next Talent and Culture (HR) Manager.

Duties & Responsibilities

Essential functions for this job that will lead to success if everything is followed

Strategic HR Leadership: Develop and implement HR strategies and initiatives that align with the company’s business objectives and promote a positive work culture
Management Support: Serve as a strategic partner to management, providing HR guidance and support on a wide range of employee-related issues and opportunities
Employee Support: Act as the primary point of contact for employees seeking HR support and guidance
Benefits Administration: Lead the selection, implementation, and management of employee benefits programs, ensuring they are competitive and meet the needs of our workforce
Onboarding: Lead the onboarding process for new employees, ensuring a smooth transition and integration into the company
Offboarding: Lead the offboarding process, ensuring employees leave with dignity while protecting the company
Recruiting: Manage and own the full-cycle recruiting process, including sourcing, interviewing, and onboarding new hires
Performance Management and Development: Develop and manage the performance review process, including training managers on best practices for employee evaluations and feedback, setting and communicating goals, having development conversations, and communicating positive feedback
HRIS Management: Lead the selection, implementation, and management of an HRIS to ensure accurate and up-to-date employee data management, as well as data-driven decision-making
Employee Relations, Leaves, and Compliance: Manage leaves of absence, and ensure compliance with all relevant employment laws and regulations, including handling, workers compensation, unemployment claims, and state-be-state growth compliance as we expand across the US
Payroll: Responsible processing payroll through Gusto in the short term while helping determine a longer term HRIS solution and transitioning the payroll function to the accounting team
Learning and Development: Partner with managers to create and ongoing learning opportunities for opportunities for all levels within the organization
Culture and Engagement: This role is the keeper of the culture within the company. It is a critical role from the hiring phase through retirement

Qualifications:

Bachelor’s degree in Human Resources, Business Administration, or a related field is desired
HR certification (e.g., SHRM-CP, PHR) preferred
5-7 years of experience in HR
Comprehensive knowledge of HR principles, practices, and employment laws
Strong leadership, communication, and interpersonal skills
Proven success working in all aspects of HR from hire to retire
Ability to partner with and support employees at all levels in the organization
Experience with HRIS systems and proficiency in Google Suite
Proven ability to manage multiple projects and priorities in a fast-paced environment
Quarterly travel for site visits to parks within region or as needed
Ability to work remotely with provided tools and equipment

Who 52TEN Is

Boutique in size, but with the horsepower of a big company
Innovative when it comes to software and technology
A team within our business, and at each of our properties, that is unmatched in the industry
Believers in providing the tools to our team so you can be successful at your role within 52TEN but also to support your personal growth outside of office hours

Who 52TEN Is NOT

Narrow minded, small-picture thinkers, or all business
Forgetful about our families, mediocre as people or uncaring of the people around us
Easily shaken in our belief or our drive toward our goals or scared of 52TEN’s growth
Unwilling to learn from our mistakes
Dishonest in our business approach
Siloed in our team structure

Benefits

Competitive salary (we really take care of our people...trust us!)
PTO
Annual bonuses
Annual salary raises
Remote position

52TEN

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Talent and Culture (HR) Manager