Ziply Fiber

Compensation

Full Description

Position Title: Senior Manager, Human Resources Base Salary: 122,102 to $168,963 annually DOE Bonus: Target annual bonus Benefits: Medical, dental, vision, 401k, flexible spending account, paid sick leave and paid time off, parental leave, quarterly performance bonus, training, career growth and education reimbursement programs. Ziply Fiber is a local internet service provider dedicated to elevating the connected lives of the communities we serve. We offer the fastest home internet in the nation, a refreshingly great customer experience, and affordable plans that put customers in charge. As our state-of-the-art fiber network expands, so does our need for team members who can help us grow and realize our goals. Our Company Values: Genuinely Caring: We treat customers and colleagues like neighbors, with empathy and full attention. Empowering You: We help customers choose what is best for them, and we support employees in implementing new ideas and solutions. Innovation and Improvement: We constantly seek ways to improve how we serve customers and each other. Earning Your Trust: We build trust through clear, honest, human communication. Job Summary The Senior Manager, Human Resources serves as a strategic leader responsible for the HR Business Partner (HRBP) function and enterprise-wide employee relations strategy. Reporting to the Vice President of Human Resources and partnering closely with the Labor Relations Director, you will lead a team of HRBPs to deliver scalable, high-impact support. This role is the primary escalation point for complex employee matters and the initial point of contact for labor contractual issues, ensuring all practices remain compliant and aligned with business goals. Essential Duties and Responsibilities: The Essential Duties and Responsibilities listed below are a range of duties performed by the employee and not intended to reflect all duties performed. HR Strategy & Organizational Alignment · Translate overarching business goals and organizational strategy into actionable HR roadmaps, operationalizing high-level objectives into scalable initiatives and tactical Human Resources Business Partner (HRBP) workflows. · Collaborate with senior executives to integrate HR strategies into business operations, ensuring fair and consistent application of company policies. · Partner closely with Recruiting Manager to analyze workforce trends and develop integrated strategies that address the organization's short-term staffing gaps and long-range human capital requirements. HRBP Leadership, Coaching & Operational Excellence · Lead, coach, and mentor the Human Resources Business Partner (HRBP) team, setting clear performance expectations and strategic priorities to ensure high-quality, consistent HR support is delivered across all client groups. · Establish and maintain a standardized set of HRBP best practices, tools, and operating rhythms to drive organizational consistency and alignment. Employee Relations, Risk Management & Compliance · Serve as the primary escalation point for high-risk employee relations matters, providing expert oversight and guidance on investigations, corrective actions, performance concerns, and involuntary separations. · Ensure employee relations issues are handled consistently, fairly, and in compliance with company policy and applicable law. · Partner with HR leadership and internal legal counsel to shape and execute the organization’s employee and labor relations strategy. · Maintain in-depth knowledge of federal, state, and local employment laws and HR trends to reduce organizational risk and ensure compliance. Labor Relations & Collective Bargaining · Partner with Labor Relations Director and internal legal counsel in managing, interpreting, and administering collective bargaining agreements. · Act as management's first point of contact for labor relations; provide expert guidance on contract interpretation, grievance management, and dispute resolution. Other Duties · Perform other duties as required to support the business and evolving organization. Required Qualifications: · High school diploma or GED. · Bachelor’s degree in human resources or a related field, or an equivalent level of professional HR experience. · Minimum of seven (7) years of progressive Human Resources experience with deep expertise in employee relations and HR Business Partner functions. · Minimum of five (5) years of experience in unionized environments, specifically managing collective bargaining agreements, grievances, and labor-management relations. · Minimum of three (3) years of leadership experience managing HR professionals. Preferred Qualifications: · PHR / SPHR, SHRM-CP / SHRM-SCP certification. Knowledge, Skills, and Abilities: · Must have strong Microsoft Office 365 skills, with intermediate to advanced skills in Excel. · Ability to work independently and apply sound judgment and reasoning skills to a variety of situations. · Ability to multi-task and collaborate effectively with other personnel. · Ability to work in a fast-paced environment and meet or exceed deadlines. · Strong verbal and written communication, attention to detail, and organizational skills. · Ability to adjust to rapidly changing priorities. · Ability to provide excellent customer service. Work Authorization Applicants must be currently authorized to work in the US for any employer. Sponsorship is not available for this position. Physical Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Essential and marginal functions may require maintaining physical condition necessary for bending, stooping, sitting, walking, or standing for prolonged periods of time; most of time is spent sitting in a comfortable position with frequent opportunity to move about. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Work Environment Work is performed in an office setting with exposure to computer screens and requires extensive use of a computer, keyboard, mouse, and multi-line telephone system. The work is primarily a modern office setting. At all times, Ziply Fiber must be your primary employer. Unless otherwise prohibited by law, employees may not hold outside employment nor be self-employed without obtaining approval in writing from Ziply Fiber. In holding outside employment or self-employment, employees should ensure that participation does not conflict with responsibilities to Ziply Fiber or its business interests. Diverse Workforce / EEO: Ziply Fiber is an equal opportunity employer. Ziply Fiber will consider all qualified candidates regardless of race, color, religion, national origin, gender, age, marital status, sexual orientation, veteran status, and the presence of a non-job-related handicap or disability or any other legally protected status. Ziply Fiber requires a pre-employment background check as conditions of employment. Ziply Fiber may require a pre-employment drug screening. Ziply Fiber is a drug free workplace.