Job Description
The PAC Manager is Blue Signal’s primary people operations leader — a hands-on, execution-focused role for someone who takes ownership, moves with urgency, and closes loops without being asked. This person rolls up their sleeves on everything from employment law compliance and employee relations to onboarding, HR operations, and performance management, while also helping shape the culture and engagement programs that keep a high-performing team running.
The ideal candidate is proactive, solutions-oriented, and comfortable operating in a fast-paced, sometimes ambiguous environment. They bring both the discipline to handle the details and the judgment to navigate complex people situations — and they know how to influence and build trust across all levels without relying on positional authority.
Duties/Responsibilities:
Culture, Engagement & Recognition
• Champion Blue Signal's core values through all people initiatives, including leading Vibe Squad activities.
• Design and implement engagement programs and company events that promote belonging and well-being.
• Lead quarterly employee satisfaction surveys, analyze results, and present insights to leadership.
• Manage employee recognition programs — including birthday and anniversary recognition, Core Values Awards, BSS Bucks, and leadership certifications.
• Coordinate company recognition and support for major employee life events, including birth announcements and bereavement support.
Employee Lifecycle & HR Operations
• Partner with hiring managers throughout the recruiting process — conducting HR interviews, assessing cultural fit, and playing an active role in helping close offers with top candidates.
• Own the full onboarding experience, ensuring new hires are set up and operational before day one — including background checks, HRIS setup, reference checks, equipment coordination, and org chart updates.
• Manage employee offboarding, including separation processing, system access removal, exit interviews, and HR record updates.
• Oversee HRIS systems and leverage technology to improve reporting, automation, and analytics — including actively exploring and maximizing platform capabilities.
• Lead performance management processes — establishing clear frameworks, coaching managers on documentation and feedback, and ensuring consistent application across the organization.
• Support compensation benchmarking and assist in offer negotiations, ensuring pay practices are competitive, equitable, and aligned with market data.
• Partner with leadership to build and communicate career pathing frameworks that support employee growth and long-term retention.
• Drive continuous improvement in HR processes, ensuring scalability and efficiency.
• Stay informed on emerging HR technologies, employment law updates, and market trends.
• Represent the People & Culture department in cross-functional initiatives and companywide projects, leading through influence to drive alignment and adoption across teams.
Compliance, Policy & Employee Relations
• Ensure compliance with all federal, state, and local employment laws and regulations, including FLSA, FMLA, EEOC, ADA, and OSHA.
• Maintain and update company policies, handbooks, and SOPs to reflect legal requirements and best practices.
• Partner with leadership and legal on employee relations matters, terminations, and workplace investigations.
• Handle disciplinary actions and terminations in accordance with company policies.
• Mediate workplace conflicts and ensure fair and equitable treatment across the organization.
• Monitor Workers' Compensation coverage, workplace safety, and compliance with insurance and labor standards.
• Manage companywide risk mitigation as it pertains to HR policies and employee practices.
• Perform additional duties as assigned.
Required Skills/Abilities:
• Deep knowledge of employment laws and HR best practices.
• Highly proactive with a strong ownership mindset.
• Excellent communication and interpersonal skills, with a proven ability to influence and build trust across all levels of an organization.
• Strong problem-solving, analytical, and conflict-resolution abilities.
• Exceptional organizational skills and ability to manage competing priorities with a solutions-oriented mindset; comfortable operating in ambiguity.
• High integrity, discretion, and professionalism in all dealings.
• Proficiency in Microsoft Office Suite and HRIS platforms; comfort with technology and a drive to use it better.
Education and Experience:
• Bachelor's degree in Human Resources, Business Administration, or a related field required.
• 4+ years of HR generalist experience, with demonstrated exposure to compliance, employee relations, and HRIS administration required.
• Experience in a high-growth, people-focused, or professional services organization preferred.
• SHRM-CP certification preferred.
Physical Requirements & Working Conditions:
• Must be in office.
• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift up to 15 pounds at a time.
• Occasional travel to locations other than home office.
• Flexible schedule to accommodate organizational needs.
Disclaimer:
This job description is intended to outline the general responsibilities and qualifications of the position but is not exhaustive. Duties may change as business needs evolve. Employment with the organization remains at-will, and this document does not create a contract. All job descriptions and updates are managed by the People & Culture (PAC) Department. Blue Signal is committed to equal opportunity and providing reasonable accommodation under the ADA for qualified individuals.
The ideal candidate is proactive, solutions-oriented, and comfortable operating in a fast-paced, sometimes ambiguous environment. They bring both the discipline to handle the details and the judgment to navigate complex people situations — and they know how to influence and build trust across all levels without relying on positional authority.
Duties/Responsibilities:
Culture, Engagement & Recognition
• Champion Blue Signal's core values through all people initiatives, including leading Vibe Squad activities.
• Design and implement engagement programs and company events that promote belonging and well-being.
• Lead quarterly employee satisfaction surveys, analyze results, and present insights to leadership.
• Manage employee recognition programs — including birthday and anniversary recognition, Core Values Awards, BSS Bucks, and leadership certifications.
• Coordinate company recognition and support for major employee life events, including birth announcements and bereavement support.
Employee Lifecycle & HR Operations
• Partner with hiring managers throughout the recruiting process — conducting HR interviews, assessing cultural fit, and playing an active role in helping close offers with top candidates.
• Own the full onboarding experience, ensuring new hires are set up and operational before day one — including background checks, HRIS setup, reference checks, equipment coordination, and org chart updates.
• Manage employee offboarding, including separation processing, system access removal, exit interviews, and HR record updates.
• Oversee HRIS systems and leverage technology to improve reporting, automation, and analytics — including actively exploring and maximizing platform capabilities.
• Lead performance management processes — establishing clear frameworks, coaching managers on documentation and feedback, and ensuring consistent application across the organization.
• Support compensation benchmarking and assist in offer negotiations, ensuring pay practices are competitive, equitable, and aligned with market data.
• Partner with leadership to build and communicate career pathing frameworks that support employee growth and long-term retention.
• Drive continuous improvement in HR processes, ensuring scalability and efficiency.
• Stay informed on emerging HR technologies, employment law updates, and market trends.
• Represent the People & Culture department in cross-functional initiatives and companywide projects, leading through influence to drive alignment and adoption across teams.
Compliance, Policy & Employee Relations
• Ensure compliance with all federal, state, and local employment laws and regulations, including FLSA, FMLA, EEOC, ADA, and OSHA.
• Maintain and update company policies, handbooks, and SOPs to reflect legal requirements and best practices.
• Partner with leadership and legal on employee relations matters, terminations, and workplace investigations.
• Handle disciplinary actions and terminations in accordance with company policies.
• Mediate workplace conflicts and ensure fair and equitable treatment across the organization.
• Monitor Workers' Compensation coverage, workplace safety, and compliance with insurance and labor standards.
• Manage companywide risk mitigation as it pertains to HR policies and employee practices.
• Perform additional duties as assigned.
Required Skills/Abilities:
• Deep knowledge of employment laws and HR best practices.
• Highly proactive with a strong ownership mindset.
• Excellent communication and interpersonal skills, with a proven ability to influence and build trust across all levels of an organization.
• Strong problem-solving, analytical, and conflict-resolution abilities.
• Exceptional organizational skills and ability to manage competing priorities with a solutions-oriented mindset; comfortable operating in ambiguity.
• High integrity, discretion, and professionalism in all dealings.
• Proficiency in Microsoft Office Suite and HRIS platforms; comfort with technology and a drive to use it better.
Education and Experience:
• Bachelor's degree in Human Resources, Business Administration, or a related field required.
• 4+ years of HR generalist experience, with demonstrated exposure to compliance, employee relations, and HRIS administration required.
• Experience in a high-growth, people-focused, or professional services organization preferred.
• SHRM-CP certification preferred.
Physical Requirements & Working Conditions:
• Must be in office.
• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift up to 15 pounds at a time.
• Occasional travel to locations other than home office.
• Flexible schedule to accommodate organizational needs.
Disclaimer:
This job description is intended to outline the general responsibilities and qualifications of the position but is not exhaustive. Duties may change as business needs evolve. Employment with the organization remains at-will, and this document does not create a contract. All job descriptions and updates are managed by the People & Culture (PAC) Department. Blue Signal is committed to equal opportunity and providing reasonable accommodation under the ADA for qualified individuals.
💡 Quick Summary
Seeking a career-building opportunity? The Manager, People & Culture (PAC) Manager position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Phoenix offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.
