McDaniels Auto Group
McDaniels Automotive Group is looking for a Human Resources Manager for our HR Department. The HR Manager will provide a range of HR functions, including but not limited to employee relations, recruitment and on-boarding, maintaining personnel files, and benefit and training administration. A strong attention to detail and a high level of confidentiality are a must!
McDaniels Benefits
CAFÉ 125 Eligible Benefits (Medical, Dental, Vision) Paid Time Off (PTO) 401(k) Employer Paid Life Insurance Career Advancement Opportunities What You’ll Do
Supervisory Responsibilities -
Manages HR Specialist, Oversees HR Department daily workflow, Manages performance management and progressive discipline processes, serves a primary benefits manager.
Employee relations leadership — leads investigations into employee complaints and concerns, documents findings clearly, and recommends outcomes aligned with policy and fairness.
Conflict resolution competency — mediates disputes with diplomacy, balancing empathy with consistency and adherence to company policy. Communicate with Legal when necessary. Handling all Department of Employment Workforce claims in South Carolina and Georgia. Provides support and guidance to HR Specialist and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Leave administration oversight — independently manages all types of leaves (FMLA, standard leave of absence), ensuring accuracy and timeliness in paperwork and deadlines.
Benefits systems - enroll/audit all employees benefit elections and communicate with Brokers and vendors on discrepancies or billing errors. Payroll, 401(k), and systems knowledge — demonstrates ability to run payroll accurately, troubleshoot payroll discrepancies, and serve as a backup to the HR Director when needed.
Workforce and turnover analysis — identifies patterns in hiring, retention, and turnover, prepares reports, and proposes evidence-based solutions.
Project ownership — leads HR initiatives (policy updates, on-boarding improvements, training roll outs) with minimal oversight, ensuring deadlines and goals are met. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Cross-functional collaboration — partners effectively with department heads and executives, translating HR issues into business terms and building credibility with leadership. Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
Decision-making and adaptability — handles unexpected issues with confidence, prioritizes effectively under pressure, and makes fair, consistent decisions without favoritism.
Leadership and mentorship —
supervises and develops HR Specialist, provides constructive feedback, and models professional HR standards for the team.
Performs other duties as assigned. Qualifications
Previous HR experience for 5+ years & SHRM Certification required. Excellent verbal and written communication skills Ability to handle sensitive and confidential information/documentation Proficient with Microsoft Office applications & Google Docs Travel may be required Acceptable driving record and valid driver’s license Preferred knowledge of Netchex & Employee Navigator We are an equal opportunity employer and prohibit discrimination/harassment withoutregard to race, color, religion, age, sex, national origin, disability status, genetics, protectedveteran status, sexual orientation, gender identity or expression, or any other characteristicprotected by federal, state or local laws.
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CAFÉ 125 Eligible Benefits (Medical, Dental, Vision) Paid Time Off (PTO) 401(k) Employer Paid Life Insurance Career Advancement Opportunities What You’ll Do
Supervisory Responsibilities -
Manages HR Specialist, Oversees HR Department daily workflow, Manages performance management and progressive discipline processes, serves a primary benefits manager.
Employee relations leadership — leads investigations into employee complaints and concerns, documents findings clearly, and recommends outcomes aligned with policy and fairness.
Conflict resolution competency — mediates disputes with diplomacy, balancing empathy with consistency and adherence to company policy. Communicate with Legal when necessary. Handling all Department of Employment Workforce claims in South Carolina and Georgia. Provides support and guidance to HR Specialist and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Leave administration oversight — independently manages all types of leaves (FMLA, standard leave of absence), ensuring accuracy and timeliness in paperwork and deadlines.
Benefits systems - enroll/audit all employees benefit elections and communicate with Brokers and vendors on discrepancies or billing errors. Payroll, 401(k), and systems knowledge — demonstrates ability to run payroll accurately, troubleshoot payroll discrepancies, and serve as a backup to the HR Director when needed.
Workforce and turnover analysis — identifies patterns in hiring, retention, and turnover, prepares reports, and proposes evidence-based solutions.
Project ownership — leads HR initiatives (policy updates, on-boarding improvements, training roll outs) with minimal oversight, ensuring deadlines and goals are met. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Cross-functional collaboration — partners effectively with department heads and executives, translating HR issues into business terms and building credibility with leadership. Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
Decision-making and adaptability — handles unexpected issues with confidence, prioritizes effectively under pressure, and makes fair, consistent decisions without favoritism.
Leadership and mentorship —
supervises and develops HR Specialist, provides constructive feedback, and models professional HR standards for the team.
Performs other duties as assigned. Qualifications
Previous HR experience for 5+ years & SHRM Certification required. Excellent verbal and written communication skills Ability to handle sensitive and confidential information/documentation Proficient with Microsoft Office applications & Google Docs Travel may be required Acceptable driving record and valid driver’s license Preferred knowledge of Netchex & Employee Navigator We are an equal opportunity employer and prohibit discrimination/harassment withoutregard to race, color, religion, age, sex, national origin, disability status, genetics, protectedveteran status, sexual orientation, gender identity or expression, or any other characteristicprotected by federal, state or local laws.
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