Frost-Arnett Company
Description
We’re seeking an experienced
HR Manager
to join our fully
remote HR team . Reporting directly to the
Chief HR Officer
you’ll be a strategic partner and hands‑on leader, helping shape the employee experience for Frost Arnett’s 350+ team members. From compliance and HR operations to performance, engagement, and org development you’ll play a vital role in building a workplace where people and business thrive together.
What You’ll Bring
Proven success leading and developing remote HR team
Expertise in FMLA, leave management, payroll, and compliance
Strong background in employee relations, full‑cycle recruiting, and benefits
A balance of hands‑on HR execution and strategic leadership
If you’re a people‑focused HR leader with a growth mindset and passion for impact, we want to meet you. Apply today to take the next step in your HR career.
This is a remote position and is eligible for work throughout the U.S., except in the following states : AZ, CA, CO, MA, MD, MI, MN, NJ, NM, NV, NY, OR, RI, VT, WA, & WASHINGTON, D.C.
PHR | SHRM‑CP or higher‑level is REQUIRED for this role.
Position Summary The HR Manager is responsible for managing the day‑to‑day functions of Human Resources Operations to foster a strong company culture. The role works to lead all functions that ensure the development and well‑being of all employees. The HR Manager reports directly to the Chief HR Officer and has responsibilities in all the functional areas of Human Resources including Employment Law & Policies, Talent Acquisition & Workforce Planning, Compensation, Employee Relations, Employee Engagement, Payroll, Benefits Administration, HRIS, Performance Management, HR Project Management, and Organizational Development.
Supervises 1‑3 direct reports and partners closely with the Chief HR Officer to align people strategies with business needs. This is a fully remote position managing a remote workforce that will require travel up to 3 times per year to the Corporate Headquarters in Nashville, TN.
Primary Responsibilities
Partners with organizational leaders to drive development of people leaders and employees in a variety of human resources areas including performance management, compensation, employee/team development, strategic human resources planning, employee relations, training, HR policies and practices, organizational structure, culture, conflict resolution, talent management, and other issues that may impact the work environment.
Leads employee relations and provides guidance on handling workplace investigations, conducting counseling on workplace issues, facilitating outplacement services, and conducting thorough exit interviews as directed.
Assists the Chief HR Officer with market analysis pay plans by conducting periodic pay surveys; scheduling and conducting job evaluations; monitoring and scheduling individual pay actions; and implementing pay structure revisions.
Ensures legal compliance by monitoring and implementing applicable human resource federal and multiple state requirements; conducting investigations; maintaining records; representing the organization at hearings.
Maintains management guidelines by repairing, updating, and recommending human resource policies and procedures in coordination with Chief HR Officer.
Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
Implements comprehensive total rewards and employee engagement solutions that promote the use of competitive compensation and benefits plans to support the company’s business needs.
Provides leadership and effective delegation to Human Resource Operations staff members on all parts of the Human Resources Department.
Coordinating HR training programs and performance reviews to support skill development and drive performance. Skilled and adept at creating effective employee entry and exit of organization.
Drives the implementation, execution, and ongoing management of key processes (including HRIS processes) tied to the enterprise talent lifecycle which includes succession planning, development planning, skills management, performance management, high potential identification, and other processes.
Examine turnover/retention data, exit interviews, quantifying reasons for resignations, identifying trends, patterns, gaps and reconciling as needed.
Trend both qualitative and quantitative business metrics to provide overall insight of the business’s utilization of current and future talent needs.
Works with people leaders to audit skills/essential abilities and recommends development/training plans, performance management, and/or discipline to address skill or role deficiencies or opportunities. Coach leadership and managers through the merit review process to ensure proper differentiation of strong performers.
Performs other duties as assigned.
Working hours Flexible Work Schedule, Monday – Friday.
Qualifications
Bachelor’s Degree or 6–8 year progressive Direct HR experience (supervisory/leadership experience preferred).
Certified Professional in Human Resources (PHR or SHRM‑CP) required.
3‑5 Years Direct HR experience in managing Recruiting, Writing HR Policies/Procedures and Benefits Administration.
Intermediate experience in Microsoft Excel required; experience in all Microsoft Suite items is required.
At least 4+ years’ experience with employee relations investigations, termination processes, lawsuits, EEOC charges & resolutions.
Skills & Abilities
Strong knowledge of HR principles and laws.
Effective communication skills.
Problem‑solving and critical thinking.
Job knowledge.
Interpersonal and relationship‑building skills.
Organizational and time management abilities.
Attention to detail.
Data analysis and reporting.
Adaptability and flexibility.
Training and development skills.
Confidentiality and integrity.
HRIS and technology proficiency.
Influential leadership.
Language Skills
Ability to converse and respond to common inquiries from senior management as well as all other internal customers.
Ability to write business‑related documents such as letters, emails, and other business correspondence as needed.
Reasoning Ability
Ability to define problems, collect data, establish facts, and draw valid conclusions.
PHYSICAL DEMANDS The employee sits, talks, sees, hears; occasionally stands, walks, and lifts up to 20 pounds.
WORK ENVIRONMENT Remote work from a suitable, comfortable environment meeting health and safety requirements.
Compensation & Benefits
Market competitive compensation program.
Health, Gym discounts, Dental, Vision, Life, Health Savings Account, Flexible Spending Account, 401(k), Paid Time Off, Paid Holidays & More.
The company extends equal employment opportunities to qualified applicants and employees on an equal basis regardless of an individual's age, race, color, sex, religion, national origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other reason prohibited by law.
Seniority level Mid‑Senior level
Employment type Full‑time
Job function Human Resources
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We’re seeking an experienced
HR Manager
to join our fully
remote HR team . Reporting directly to the
Chief HR Officer
you’ll be a strategic partner and hands‑on leader, helping shape the employee experience for Frost Arnett’s 350+ team members. From compliance and HR operations to performance, engagement, and org development you’ll play a vital role in building a workplace where people and business thrive together.
What You’ll Bring
Proven success leading and developing remote HR team
Expertise in FMLA, leave management, payroll, and compliance
Strong background in employee relations, full‑cycle recruiting, and benefits
A balance of hands‑on HR execution and strategic leadership
If you’re a people‑focused HR leader with a growth mindset and passion for impact, we want to meet you. Apply today to take the next step in your HR career.
This is a remote position and is eligible for work throughout the U.S., except in the following states : AZ, CA, CO, MA, MD, MI, MN, NJ, NM, NV, NY, OR, RI, VT, WA, & WASHINGTON, D.C.
PHR | SHRM‑CP or higher‑level is REQUIRED for this role.
Position Summary The HR Manager is responsible for managing the day‑to‑day functions of Human Resources Operations to foster a strong company culture. The role works to lead all functions that ensure the development and well‑being of all employees. The HR Manager reports directly to the Chief HR Officer and has responsibilities in all the functional areas of Human Resources including Employment Law & Policies, Talent Acquisition & Workforce Planning, Compensation, Employee Relations, Employee Engagement, Payroll, Benefits Administration, HRIS, Performance Management, HR Project Management, and Organizational Development.
Supervises 1‑3 direct reports and partners closely with the Chief HR Officer to align people strategies with business needs. This is a fully remote position managing a remote workforce that will require travel up to 3 times per year to the Corporate Headquarters in Nashville, TN.
Primary Responsibilities
Partners with organizational leaders to drive development of people leaders and employees in a variety of human resources areas including performance management, compensation, employee/team development, strategic human resources planning, employee relations, training, HR policies and practices, organizational structure, culture, conflict resolution, talent management, and other issues that may impact the work environment.
Leads employee relations and provides guidance on handling workplace investigations, conducting counseling on workplace issues, facilitating outplacement services, and conducting thorough exit interviews as directed.
Assists the Chief HR Officer with market analysis pay plans by conducting periodic pay surveys; scheduling and conducting job evaluations; monitoring and scheduling individual pay actions; and implementing pay structure revisions.
Ensures legal compliance by monitoring and implementing applicable human resource federal and multiple state requirements; conducting investigations; maintaining records; representing the organization at hearings.
Maintains management guidelines by repairing, updating, and recommending human resource policies and procedures in coordination with Chief HR Officer.
Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
Implements comprehensive total rewards and employee engagement solutions that promote the use of competitive compensation and benefits plans to support the company’s business needs.
Provides leadership and effective delegation to Human Resource Operations staff members on all parts of the Human Resources Department.
Coordinating HR training programs and performance reviews to support skill development and drive performance. Skilled and adept at creating effective employee entry and exit of organization.
Drives the implementation, execution, and ongoing management of key processes (including HRIS processes) tied to the enterprise talent lifecycle which includes succession planning, development planning, skills management, performance management, high potential identification, and other processes.
Examine turnover/retention data, exit interviews, quantifying reasons for resignations, identifying trends, patterns, gaps and reconciling as needed.
Trend both qualitative and quantitative business metrics to provide overall insight of the business’s utilization of current and future talent needs.
Works with people leaders to audit skills/essential abilities and recommends development/training plans, performance management, and/or discipline to address skill or role deficiencies or opportunities. Coach leadership and managers through the merit review process to ensure proper differentiation of strong performers.
Performs other duties as assigned.
Working hours Flexible Work Schedule, Monday – Friday.
Qualifications
Bachelor’s Degree or 6–8 year progressive Direct HR experience (supervisory/leadership experience preferred).
Certified Professional in Human Resources (PHR or SHRM‑CP) required.
3‑5 Years Direct HR experience in managing Recruiting, Writing HR Policies/Procedures and Benefits Administration.
Intermediate experience in Microsoft Excel required; experience in all Microsoft Suite items is required.
At least 4+ years’ experience with employee relations investigations, termination processes, lawsuits, EEOC charges & resolutions.
Skills & Abilities
Strong knowledge of HR principles and laws.
Effective communication skills.
Problem‑solving and critical thinking.
Job knowledge.
Interpersonal and relationship‑building skills.
Organizational and time management abilities.
Attention to detail.
Data analysis and reporting.
Adaptability and flexibility.
Training and development skills.
Confidentiality and integrity.
HRIS and technology proficiency.
Influential leadership.
Language Skills
Ability to converse and respond to common inquiries from senior management as well as all other internal customers.
Ability to write business‑related documents such as letters, emails, and other business correspondence as needed.
Reasoning Ability
Ability to define problems, collect data, establish facts, and draw valid conclusions.
PHYSICAL DEMANDS The employee sits, talks, sees, hears; occasionally stands, walks, and lifts up to 20 pounds.
WORK ENVIRONMENT Remote work from a suitable, comfortable environment meeting health and safety requirements.
Compensation & Benefits
Market competitive compensation program.
Health, Gym discounts, Dental, Vision, Life, Health Savings Account, Flexible Spending Account, 401(k), Paid Time Off, Paid Holidays & More.
The company extends equal employment opportunities to qualified applicants and employees on an equal basis regardless of an individual's age, race, color, sex, religion, national origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other reason prohibited by law.
Seniority level Mid‑Senior level
Employment type Full‑time
Job function Human Resources
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