Senior Human Resources Manager

About the Organization

Rescor Group is an expanding executive protection, security consulting, and risk management business that supports prominent clients across the United States and abroad. Its workforce includes professionals with military, law enforcement, intelligence, and corporate security experience. As the company grows nationally, it needs a Senior Human Resources Manager to establish, run, and continuously improve the HR systems that support employees.

Role Overview

This is a full-time remote position with a starting annual salary of $90,000. The role reports to executive leadership and partners closely with Operations, Finance, and Training. It calls for an HR leader who is comfortable handling both strategic and hands-on work, including personnel administration, compliance, recruiting, employee matters, and bookkeeping-related support.

The Senior Human Resources Manager will oversee daily HR operations for a growing multi-state workforce. Responsibilities include recruitment support, onboarding, compliance, employee relations, benefits administration, credential tracking, policy upkeep, workforce records, and organizational development initiatives.

Alongside core HR duties, the role will also provide meaningful administrative and bookkeeping assistance to Finance to help keep payroll accurate, improve workforce reporting, and maintain financial records connected to personnel operations.

The preferred candidate will have solid knowledge of California labor law, experience supporting field-based teams, and the ability to work independently in a fast-moving organization with employees across the country.

Recruiting and Onboarding

• Oversee the hiring pipeline for agents in coordination with Operations leadership.
• Arrange candidate screening, background checks, reference verification, and employment confirmation.
• Confirm required licenses and credentials such as BSIS permits, state licenses, firearms certifications, and any client-mandated qualifications.
• Handle onboarding from start to finish, including I-9s, W-4s, tax forms, direct deposit setup, benefits enrollment, and new-hire paperwork.
• Keep electronic personnel files complete and up to date.
• Schedule new-hire orientation and onboarding sessions.
• Make sure training and compliance steps are finished before an employee is deployed.
• Track onboarding acknowledgments and related documentation.

Compliance and Employment Law

• Administer California labor-law compliance, including meal and rest breaks, overtime and double-time rules, reporting-time pay, and wage-hour requirements.
• Support compliance efforts across the different states where employees work.
• Stay current on changing employment laws and regulations that affect the business.
• Handle workers’ compensation claims and coordinate with insurers.
• Oversee compliance with ADA, FMLA, EEOC obligations, and applicable state and federal employment laws.
• Maintain required notices, postings, and compliance records.
• Spot potential compliance issues early and help reduce risk before problems grow.

Benefits and Payroll Coordination

• Administer employee benefits, including medical, dental, vision, and other supplemental offerings.
• Coordinate open enrollment and communicate benefit information to employees.
• Track PTO, sick leave, and leaves of absence.
• Ensure California paid sick leave and other relevant leave rules are followed.
• Support retirement plan administration, including 401(k) programs if available.
• Work with Finance to support payroll accuracy.
• Review payroll records for correctness and compliance.
• Maintain compensation records and related reports.

Employee Relations

• Act as the main HR contact for employee questions, concerns, and workplace issues.
• Work with Operations leaders on performance management and corrective action.
• Document performance concerns and disciplinary steps.
• Investigate policy violations, workplace complaints, and misconduct allegations.
• Manage separations and terminations with complete documentation and legal compliance.
• Conduct exit interviews and look for turnover patterns and retention opportunities.
• Support leaders in resolving disputes and employee grievances.
• Maintain and revise the employee handbook.
• Prepare and maintain offer letters, employment agreements, NDAs, policy acknowledgments, and standard employment forms.
• Keep employee records accurate, complete, and ready for audit.
• Manage acknowledgment tracking and retention of records.
• Protect confidential employee information and handle it appropriately.

Policy, Documentation, and Credential Tracking

• Monitor expiration and renewal dates for BSIS licenses, CCW permits, EMT credentials, TCCC/TECC certifications, driver qualifications, state permits, and other job-related credentials.
• Coordinate continuing education and renewal requirements.
• Ensure employees keep required credentials active before assignment.
• Maintain credential tracking tools and compliance reports.

Background Screening and Client Clearance

• Coordinate ongoing re-screening and background check programs.
• Manage fingerprinting and client-specific clearance requirements.
• Confirm continuing eligibility for client assignments.
• Keep personnel files and client-related information strictly confidential.

Performance Management

• Lead the annual performance review cycle.
• Coordinate reviewer assignments and evaluation workflows.
• Support leadership in defining promotion criteria and career growth paths.
• Maintain performance records and development plans.
• Help managers with coaching and improvement plans.
• Partner with the Training Manager to organize training schedules and attendance.
• Track certifications, continuing education, and mandatory training hours.
• Maintain accurate training records and compliance reporting.
• Verify that training requirements are completed before deployment.
• Review retention trends and workforce metrics.
• Recommend actions that improve engagement, retention, and performance.
• Support recognition, bonus, and compensation programs for strong performers.
• Help reinforce company culture during periods of growth.

Bookkeeping and Administrative Support

• Assist Finance with routine bookkeeping and personnel-related financial administration.
• Support payroll reconciliation and compensation tracking.
• Help manage invoice tracking, expense reporting, and workforce cost analysis.
• Keep personnel-related financial records accurate.
• Support month-end administrative and reporting tasks.
• Improve workflows between HR, Operations, and Finance.

Required Qualifications

• At least 8 years of progressive experience in human resources.
• Strong working knowledge of California labor law and employment practices.
• Experience supporting workforces across multiple states.
• Background in onboarding, employee relations, compliance, and HR operations.
• Experience using HRIS, payroll, and benefits administration systems.
• Excellent organization, communication, and documentation abilities.
• Ability to work independently in a fully remote setting.

Preferred Background

• Experience in executive protection, security, staffing, construction, healthcare, logistics, or another field-based service environment.
• Experience supporting both hourly and salaried employees.
• Exposure to bookkeeping, payroll support, or workforce financial administration.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience helping organizations scale quickly.
• Ability to build effective relationships with operational leaders, including former military and law enforcement professionals.