Job Description

Schylling is seeking a highly organized, and proactive Human Resources leader to join our team as Human Resources Manager . This role requires a hands-on HR professional who can work collaboratively with leadership and effectively balance employee support with business priorities. The ideal candidate will be a reliable and approachable resource for employees while also ensuring that HR practices align with Schylling’s goals, compliance requirements, and operational efficiency. This is a key position for someone who is adaptable, takes initiative, is solutions-focused, and can confidently manage both the administrative and relational sides of HR.

Key Responsibilities:

HR Operations & Compliance:

• Maintain and update HR policies, employee handbooks, and internal procedures in compliance with federal, state, and local employment laws.
• Ensure all HR practices align with current regulations and proactively stay up to date with changes in labor law, wage and hour regulations, and compliance requirements.
• Ensure personnel files, I-9 documentation, and other records are accurate, confidential, and compliant.
• Run routine reports related to headcount, turnover, time off, and other HR metrics.
• Perform general administrative duties, including maintaining organizational charts, employee contact lists, ordering office supplies, and coordinating facilities or maintenance requests.

Talent Acquisition & Recruitment:

• Manage the full-cycle recruitment process for all open positions, from job positing to offer acceptance.
• Partner with department managers to define hiring needs and develop interview plans.
• Coordinate job postings on internal and external platforms, ensuring consistency and compliance.
• Screen resumes, schedule interviews and assessments, and facilitate timely communication between candidates and hiring managers.
• Ensure a professional and efficient candidate experience that reflects Schylling’s culture and values.
• Maintain recruiting metrics and reports to track hiring timelines, source effectiveness, and candidate flow.

Employee Lifecycle Management:

• Oversee onboarding, offboarding, and orientation programs ensuring consistent, professional, and engaging employee experience. 
• Process employee changes which can include promotions, raises, and separations.
• Partner with leadership to enhance employee engagement, morale, and retention through thoughtful communication and employee support strategies.
• Lead the administration of employee surveys and feedback tools to assess satisfaction, gather insight, and partner with leadership to implement improvements.
• Support performance management cycles by streamlining processes and reducing administrative burden for managers.

Payroll & Benefits Administration:

• Work closely with PEO to manage weekly payroll and ensure proper recordkeeping and reporting.
• Serve as the main contact for benefit programs including health insurance, 401(k), ancillary benefits, and leave policies.
• Conduct annual pricing and vendor evaluations for employee plans and systems to ensure cost-effectiveness.
• Manage 401(k) plan administration in partnership with PEO and 401(k) TPA, complying with ERISA and other applicable federal and state regulations.
• Process and update employee 401(k) deferral elections, loan requests, and other plan changes.
• Participate in plan reviews to stay current on 401(k) regulatory changes affecting benefits administration and proactively implement necessary updates to maintain compliance.
• Host annual learning sessions and Q&A meetings to educate employees about benefit plan options, changes, and how to make informed choices during enrollment.

Employee Relations & Support:

• Serve as an advisor to employees and managers by providing guidance on company policies, performance concerns, workplace behavior, and conflict resolution.
• Proactively identify trends and recurring issues to recommend policy updates, training opportunities, or process improvements that strengthen employee satisfaction and company health.
• Conduct fair and timely investigations into employee concerns, ensuring confidentiality, consistency, and compliance with legal and ethical standards.
• Develop and deliver training materials, coach, and support managers to strengthen leadership skills, improve team management, and ensure consistency in applying HR policies and practices.
• Foster a positive and inclusive workplace by consistently modeling and reinforcing the company’s culture and values through daily interactions and HR practices.
• Act as a resource for employees navigating personal or professional challenges, connecting them with internal tools or external resources when appropriate.

Qualifications:

• 10+ years of progressive HR experience, with a proven ability to manage multiple HR functions, including recruiting, HR operations, compliance, and employee relations. Advanced HR certification or degree preferred.
• Solid understanding of federal and state employment laws, including FMLA, ADA, ERISA, COBRA, and other relevant regulations.
• Experience working with external vendors (payroll, 401(k), benefits etc.), managing vendor relationships and negotiations.
• Strong organizational skills and can be a self-starter, proactive, and take initiative.
• Exceptional communication and interpersonal skills, with a high level of discretion and professionalism.
• Comfortable working in a growing organization and thriving in a collaborative, team-oriented environment.
• Proficiency with HRIS/PEO systems; experience with Insperity is a plus.

At Schylling, we are on a mission to create timeless moments of joy, laughter, and imagination for kids of all ages. Since 1975, our toys have been designed to spark creativity and deliver smiles, both delightful playthings from years past and innovative new items with a nostalgic appeal. We offer iconic brands such as NeeDoh®, LAVA® Lamp, Big Wheel®, Schylling hand puppets, Sea-Monkeys® and a variety of other toys that satisfy curiosity, encourage discovery, and help people find their best mellow and chill.

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