Human Resources & Payroll Manager (Department of One)

Human Resources & Payroll Manager (Department of One)

Position Overview

The Human Resources & Payroll Manager serves as a solo practitioner managing all HR operations and payroll administration for our organization. This hands‑on role requires a blend of tactical administrative execution and foundational talent management. The ideal candidate has 5+ years of generalist experience, strong compliance knowledge, and end‑to‑end payroll processing skills.

Job Details

Job Type: Full‑time, Exempt

Location: Oklahoma City, OK (On‑site)

Target Salary Range: $68,000 – $84,000 annually (Commensurate with experience)

Reports To: President

Core Responsibilities

Payroll Administration

Process end‑to‑end, timely, and accurate payroll for all salaried and hourly employees.

Manage time tracking, overtime calculations, bonuses, and commission payouts.

Coordinate leave requests, PTO tracking, and employee status changes.

Handle payroll tax reporting, year‑end W‑2 processing, and deductions (garnishments, benefits).

Serve as the primary administrator for the company payroll/HRIS software.

HR Compliance & Benefits Management

Administer employee benefits programs, including health insurance, 401(k), and leave tracking.

Lead annual benefits open enrollment and resolve employee billing or coverage issues.

Ensure company compliance with all federal, Oklahoma state, and local labor laws (FLSA, FMLA, OSHA, EEO).

Maintain accurate, confidential digital personnel files and internal HR policies.

Talent Acquisition & Onboarding

Manage the full‑cycle recruitment process: post jobs, screen resumes, and schedule interviews.

Draft offer letters, conduct background checks, and lead the new‑hire onboarding experience.

Partner with hiring managers to create or update accurate job descriptions.

Employee Relations & Culture

Act as the trusted point of contact for employee questions, concerns, and conflict resolution.

Advise management on performance management, disciplinary actions, and terminations.

Coordinate company events, initiatives, and training to support employee engagement.

Organizational & Operational Support

Develop and improve HR processes and workflows that support organizational growth.

Assist leadership with organizational planning and workforce needs.

Support culture‑building, communication, and employee engagement initiatives.

Balance strategic priorities with day‑to‑day operational demands.

Required Qualifications

Minimum of 5 years of progressive Human Resources experience.

Hands‑on experience running full‑cycle payroll processing within an HRIS.

Proven ability to manage multiple HR priorities independently without direct HR supervision.

High School Diploma or equivalent required; Bachelor’s degree in HR, Business, or a related field is preferred.

Proficiency with Microsoft Office (especially Excel) and major payroll platform tools.

Work Environment & Expectations

Ability to operate independently while partnering closely with leadership.

Comfortable balancing strategic work with administrative responsibilities.

Strong sense of ownership, initiative, and follow‑through.

Flexible and adaptable in a growing or evolving business environment.

Commitment to professionalism, integrity, and organizational trust.

Preferred Qualifications

Professional HR certification (e.g., SHRM‑CP, PHR).

Prior experience working as a Department of One or in a small business environment.

Direct experience running payroll through GP or similar ERP.

Impact of This Role

The HR Manager position creates stability, consistency, and support across our organization. By serving as both a strategic partner and operational leader, this role helps the organization build strong teams, navigate challenges effectively, and maintain a healthy workplace culture that supports long‑term success.

Success in this Role Looks Like

Employees feel supported, informed, and treated fairly.

Leaders receive timely and practical HR guidance.

HR systems and processes operate consistently and accurately.

Compliance risks are minimized through proactive oversight.

Workplace culture strengthens through communication, accountability, and trust.

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