ABOUT EPROMOS

ePromos Promotional Products, LLC, has been a leading industry distributor in the promotional space for over 20 years! Our award-winning website combined with our sales strategy, service capabilities and enterprise level solutions consistently set us apart.
As a remote-first company, ePromos embraces flexibility, collaboration, and continuous improvement. Our team is composed of passionate professionals who thrive in a fast-paced, performance-driven culture where ideas are valued and innovation is encouraged. Our values are strong with a deep-rooted emphasis on giving back as part of our ePromos Cares mission.
At ePromos, we don’t just sell products—we help build brands. Join us and be part of a company that’s redefining the promotional marketing space through strategic thinking, bold creativity, and a people-first approach.

BASIC FUNCTION SUMMARY:

The Human Resources Manager oversees people practices, promotes an organizational culture focused on trust and performance, and uses technology, including AI, to improve HR operations. This role leads the daily functions of the Human Resources Department, including talent acquisition, the full employee lifecycle, employee engagement, organizational culture, internal communication, and performance management. The Human Resources Manager is a strategic partner to leadership and the first point of contact for all HR-related matters.

ESSENTIAL FUNCTIONS: (Duties, Skills, Responsibilities, and Expectations):

• Culture Leadership: Proactively champion and cultivate a culture of trust, equity and transparency to help drive organizational performance. Leverage data and continuous feedback tools to assess and strengthen employee morale, foster alignment with company values, and enhance overall engagement.
• HR Policy and Compliance: Develop, promote, and communicate HR policies and programs, balancing compliance requirements and a people-first approach
• Employee Inquiries: Act as the primary point of contact for HR-related inquiries, providing timely and accurate responses to employee questions and concerns.
• Talent Acquisition: Manage and continuously improve the full cycle recruiting process, utilizing AI and digital sourcing tools to identify, attract, and hire top talent. Maintain and optimize Applicant Tracking System (ATS). Facilitate and monitor for success all new hire background and eligibility verifications
• Onboarding & Assessments: Direct onboarding programs and new hire assessments (30/60/90 days plans), using feedback and insights to facilitate rapid engagement and drive performance. Work with department management to prepare orientation and training schedule(s).
• Employee Relations: Provide guidance to managers and employees on performance concerns, employee complaints, and workplace issues. Collaborate with outside Legal Counsel as needed for investigations and resolution.
• Performance & Talent Development: Lead biannual performance management initiatives to support both organizational and individual growth. Collaborate with managers/leaders on ongoing performance plan design and execution, and Performance Improvement Plan development (PIPs), and related follow-through.
• Training & Development: Identify, develop, and support employee training programs, leveraging online learning and AI platforms where appropriate.
• Benefits & Compensation: Oversee benefits administration (enrollment, education, support, audits) and partner with Finance for payroll, compensation planning, and incentive structures. Collaborate with relevant third parties to ensure compliance and effectiveness. Administer leave programs assisting the employee(s) in identifying leave type, policy, and procedure.
• Communication: Deliver timely, transparent, and compelling HR communications through multiple channels, maximizing reach in remote settings.
• HR Data and Analytics: Maintain HR Systems and analyze HR and business metrics to deliver concise, data-driven reports for Executive and Leadership teams, supporting strategic workforce planning, recognition initiatives, total rewards, and compliance. Provide clear insights and actionable recommendations that inform leadership decisions and drive organizational performance. Ensure all reporting aligns with company goals, ethical standards, and regulatory requirements.

MINIMUM REQUIREMENTS:

• 5-10 years of Human Resource experience managing an HR department
• Significant, recent full-life cycle recruiting experience including ATS experience
• 5+ years HRIS and related HR systems experience
• Strong knowledge of HR principles, practices, and employment-related laws and regulations
• Demonstrated experience creating and sustaining high-trust, high-performance cultures
• Commitment to ethical, compliant, and confidential HR practices
• Analytical and data-driven approach to problem-solving
• Natural collaborator, coach, and consensus builder with exceptional interpersonal skills
• Excellent written and oral communication skills
• Ability to multitask and prioritize in a dynamic, remote-first environment
• Ability to work independently or team as required by the task or project

• Strong PC skills and MS Office skills

  Required Education:

• Bachelor’s degree or equivalent experience in HR or a related field

• SPHR/PHR certification desired

EPROMOS IS COMMITTED TO CREATING A DIVERSE WORKPLACE ENVIRONMENT AND IS PROUD TO BE AN EQUAL OPPORTUNITY EMPLOYER. ALL QUALIFIED APPLICANTS WILL RECEIVE CONSIDERATION FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, RELIGION, GENDER, GENDER IDENTITY OR EXPRESSION, SEXUAL ORIENTATION, NATIONAL ORIGIN, GENETICS, DISABILITY, AGE, OR VETERAN STATUS.

We do not accept resume submissions from third party recruiters.
xh9ABLuOX

• Culture Leadership: Proactively champion and cultivate a culture of trust, equity and transparency to help drive organizational performance. Leverage data and continuous feedback tools to assess and strengthen employee morale, foster alignment with company values, and enhance overall engagement.
• HR Policy and Compliance: Develop, promote, and communicate HR policies and programs, balancing compliance requirements and a people-first approach
• Employee Inquiries: Act as the primary point of contact for HR-related inquiries, providing timely and accurate responses to employee questions and concerns.
• Talent Acquisition: Manage and continuously improve the full cycle recruiting process, utilizing AI and digital sourcing tools to identify, attract, and hire top talent. Maintain and optimize Applicant Tracking System (ATS). Facilitate and monitor for success all new hire background and eligibility verifications
• Onboarding & Assessments: Direct onboarding programs and new hire assessments (30/60/90 days plans), using feedback and insights to facilitate rapid engagement and drive performance. Work with department management to prepare orientation and training schedule(s).
• Employee Relations: Provide guidance to managers and employees on performance concerns, employee complaints, and workplace issues. Collaborate with outside Legal Counsel as needed for investigations and resolution.
• Performance & Talent Development: Lead biannual performance management initiatives to support both organizational and individual growth. Collaborate with managers/leaders on ongoing performance plan design and execution, and Performance Improvement Plan development (PIPs), and related follow-through.
• Training & Development: Identify, develop, and support employee training programs, leveraging online learning and AI platforms where appropriate.
• Benefits & Compensation: Oversee benefits administration (enrollment, education, support, audits) and partner with Finance for payroll, compensation planning, and incentive structures. Collaborate with relevant third parties to ensure compliance and effectiveness. Administer leave programs assisting the employee(s) in identifying leave type, policy, and procedure.
• Communication: Deliver timely, transparent, and compelling HR communications through multiple channels, maximizing reach in remote settings.
• HR Data and Analytics: Maintain HR Systems and analyze HR and business metrics to deliver concise, data-driven reports for Executive and Leadership teams, supporting strategic workforce planning, recognition initiatives, total rewards, and compliance. Provide clear insights and actionable recommendations that inform leadership decisions and drive organizational performance. Ensure all reporting aligns with company goals, ethical standards, and regulatory requirements