Human Resources Manager

POSITION PROFILE

Human Resources Manager

Human Resources & Talent Management

REPORTS TO: Director of Administration & Compliance

Position Overview

The Human Resources Manager leads day-to-day Human Resources operations at Iris Technology Corporation, including recruiting, employee relations, performance management, benefits, compensation administration, and employment compliance. The Manager develops scalable processes, supports leadership and employees, and strengthens an employees-first culture in a regulated aerospace and defense environment.

Role Accountability: The Human Resources Manager provides leadership and oversight of the company’s Human Resources operations, ensuring effective talent acquisition, employee relations, performance management, employee development, and compliance with applicable employment laws and regulations. The Manager is accountable for establishing and maintaining consistent HR practices, supporting workforce needs, strengthening employee engagement, and developing scalable processes that contribute to organizational effectiveness. The Manager serves as a trusted resource to employees and leadership, exercises sound judgment in managing HR matters, and operates under the direction of the Director of Administration and Compliance, ensuring HR priorities, initiatives, and practices align with corporate objectives and support the continued growth and success of Iris.

Key Responsibilities & Outcomes

• Lead the day-to-day management and continuous improvement of Human Resources operations, ensuring effective service delivery, consistent practices, and alignment with company objectives.
• Manage full-cycle recruitment, including workforce requisitions, candidate sourcing, screening, interviews, selection, offers, and onboarding to support organizational staffing needs with the assistance of the HR Administrator.
• Develop, maintain, and standardize job descriptions, ensuring responsibilities, qualifications, reporting relationships, and job-level expectations accurately reflect organizational requirements.
• Support succession planning, internal mobility, and employee retention initiatives in coordination with functional leadership.
• Manage employee relations, providing guidance to employees and managers on workplace concerns, conflict resolution, performance issues, corrective actions, and company policies.
• Administer the company's performance management program, including annual reviews, employee self-assessments, performance improvement plans, and employee development initiatives.
• Oversee employee lifecycle activities, including onboarding, promotions, transfers, personnel changes, leave administration, accommodations, and offboarding.
• Administer employee benefits programs and support compensation processes, including salary benchmarking, compensation analysis, benefits enrollment, and coordination with Finance and Payroll.
• Ensure compliance with federal, California, and applicable local employment laws, including wage and hour requirements, leave regulations, workplace accommodations, equal employment opportunity, and employee recordkeeping.
• Maintain, develop and implement HR policies, procedures, employee handbook updates, and standardized processes that promote consistency, compliance, and operational effectiveness.
• Coordinate employee relations investigations, sensitive personnel matters, and employment-related risk assessments, escalating significant matters through established leadership channels.
• Lead employee engagement, recognition, retention, and workplace culture initiatives that reinforce the Iris Standard and support a positive employee experience.
• Identify employee training and development needs, coordinate required compliance training, and support leadership development and career growth opportunities.
• Oversee HR information systems, personnel records, employee data integrity, and HR reporting to ensure accurate information, confidentiality, and effective decision-making.
• Establish and monitor HR performance metrics, including recruitment effectiveness, turnover, retention, employee engagement, performance review completion, and compliance.
• Supervise and develop assigned HR personnel, establishing clear expectations, accountability, professional development, and consistent service standards.
• Support organizational growth, process improvements, and change management initiatives by developing scalable HR practices and strengthening workforce capabilities.
• Collaborate with functional leaders to address workforce needs, improve management effectiveness, and ensure consistent application of HR policies and practices.
• Support employment-related audits, regulatory reporting, due diligence activities, and coordination with external employment counsel as required.
• Promote ethical conduct, sound judgment, confidentiality, accountability, and an employees-first culture consistent with Iris's values.
• Perform additional duties, lead special projects, and support other Human Resources and organizational initiatives as assigned by the Director of Administration and Compliance to meet evolving business needs and corporate objectives.

Required Qualifications

• Minimum of 10 years of progressive Human Resources experience, with demonstrated responsibility across multiple HR disciplines and experience managing HR operations.
• Bachelor's degree in Human Resources, Business Administration, or a related field preferred but not required. Equivalent professional experience will be considered.
• Demonstrated experience in talent acquisition, full-cycle recruitment, employee relations, performance management, benefits administration, and employment compliance.
• Strong working knowledge of federal and California employment laws, regulations, and HR best practices, including wage and hour, leaves of absence, workplace accommodations, and employee relations.
• Experience developing and maintaining job descriptions, supporting workforce planning, and administering compensation and performance management programs.
• Proven ability to independently manage sensitive employee matters, provide sound guidance to leadership, and exercise discretion and professional judgment.
• Demonstrated experience developing, implementing, and improving HR policies, procedures, systems, and processes to support organizational effectiveness and growth.
• Strong leadership, organizational, problem-solving, and interpersonal skills, with the ability to manage competing priorities and deliver results.
• Excellent written and verbal communication skills, with the ability to effectively engage employees, managers, and executive leadership.
• Proficiency with HR information systems (HRIS), applicant tracking systems, Microsoft Office, and HR reporting tools.
• Experience in aerospace, defense, government contracting, manufacturing, or another highly regulated environment preferred.
• Professional HR certifications (PHR, SPHR, SHRM-CP, or SHRM-SCP) are a plus but not required.
• Must qualify as a U.S. Person, as defined under applicable U.S. export control regulations.
• Must be able to successfully pass a background check consistent with applicable laws and company requirements.

Key Cultural Competencies

Accountability and no fear; humility and grace • Employees first; clients second; new business third • Patriotism, honesty, integrity and family values • Takes Ownership • Has the Courage to Act • Perseveres Through Difficulty • Contributes Beyond Themselves • Strives to Make an Impact • Ethical judgment • Develops people and drives results

Success Measures

• Approved staffing needs are filled with qualified candidates within agreed timelines.
• Job descriptions remain current, accurate and aligned with job levels.
• Employee relations matters are resolved promptly, consistently and with appropriate documentation.
• Performance reviews and self-assessments are completed on time.
• Employee records, training, HR processes and employment practices remain compliant.
• Benefits, onboarding, personnel changes and offboarding are accurate and timely.
• Retention, engagement and employee development show progress against agreed objectives.
• Leadership receives timely and reliable HR metrics; processes scale with growth.
• HR departmental KPIs and OKRs are established, monitored, and achieved in alignment with corporate objectives and performance expectations.
• Quarterly HR reporting is delivered accurately and timely, providing leadership with meaningful workforce metrics, performance trends, risks, and actionable recommendations.
• HR processes, systems, and team capabilities demonstrate continuous improvement and effectively support organizational growth and scalability.

Benefits (***Full-Time Hires Only***)

• Flexible education benefits
• 12 paid holidays per year
• 401(k) retirement plan offered after eligibility (see 401(k) Summary Plan Description)
• Paid Time Off (vacation and personal) accrues at the rate of 80 hours per year (3.08 hours per biweekly pay period), with accrual at higher rates according to the length of service matrix (see employee handbook addendum)
• Five (5) sick days per year, Prorated by the quarter hired in 
• Long Term Disability – paid by employer after eligibility
• Life Insurance – paid by employer after eligibility Supplemental Life Insurance – offered after eligibility
• Dental care – group plan offered after eligibility
• Vision care – group plan offered after eligibility
• Health care - 80% off the premium HMO plan allowed towards plan of your choosing (after eligibility)
• Flexible Spending Account (FSA) offered after eligibility

Employees may be eligible for a discretionary bonus based on company performance and the achievement of revenue goals. This bonus reflects our