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Hr Manager Jobs in Springville, UT (NOW HIRING)

VASA Fitness

Senior People and Culture Partner

Orem, UT

$95K - $115K/yr

People & Culture Partner (HR Manager) Department: People and Culture Reports To: Senior Director of Human Resources (People & Culture) Direct Reports: NA Location: Colorado Corp Office FLSA Status:

New

VASA Fitness

Senior People and Culture Partner

Orem, UT · On-site

$95K - $115K/yr

People & Culture Partner (HR Manager) Department: People and Culture Reports To: Senior Director of Human Resources (People & Culture) Direct Reports: NA Location: Colorado Corp Office FLSA Status:

100003 - Swig Provo

General Manager

Provo, UT · On-site

$14 - $17/hr

Swig Provo in Edgemont is looking for an Assistant Manager who will oversee restaurant operations ... Earn up to $14-17/hr including tips, with opportunities for growth in a fun workplace. Join us to ...

100003 - Swig Provo

General Manager

Provo, UT · On-site

$14 - $17/hr

Swig Provo in Edgemont is looking for an Assistant Manager who will oversee restaurant operations ... Earn up to $14-17/hr including tips, with opportunities for growth in a fun workplace. Join us to ...

Route

Manager of Sales Compensation

Lehi, UT · On-site

$163 - $172/hr

Manager of Sales Compensation Location: Lehi, Utah, United States; Remote Role Overview Route is an ... Partner cross‑functionally with Revenue Leadership, Finance, RevOps, HR, and Recruiting to ...

Taco Bell

Shift Manager | Earn Up to $20/hr.

Provo, UT · On-site

$13 - $23/hr

Partnering with the management team, you'll play a key role in business initiatives, helping to shape the future of our restaurant. This role is perfect for someone who thrives in a fast-paced ...

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See Springville, UT salary details

$36.3K

$80.1K

$120.4K

How much do hr manager jobs pay per year?

As of Aug 21, 2026, the average yearly pay for hr manager in Springville, UT is $80,112.00, according to ZipRecruiter salary data. Most workers in this role earn between $64,200.00 and $93,000.00 per year, depending on experience, location, and employer.

What is an HR manager?

HR Managers, or Human Resources Managers, are professionals responsible for overseeing an organization's workforce-related functions. They manage recruitment, employee relations, benefits administration, and compliance with employment laws. HR Managers also develop and implement policies to ensure a productive, safe, and positive workplace environment. Their role is crucial in helping organizations attract, retain, and develop talent to achieve business goals.

How do you become an HR manager?

If you want to be a human resources manager, you should begin by getting your bachelor’s degree in human resources. Internships and certifications are a great way to get an edge when trying to land the right first job and develop your resume. It is the experience that you gain in these starting positions that will give you the skills required to receive promotions and eventually move into management.

What are the key skills and qualifications needed to thrive as an HR manager, and why are they important?

To thrive as an HR Manager, you need a solid understanding of human resources principles, employment law, and organizational development, typically supported by a bachelor's degree in HR or a related field. Familiarity with HRIS systems, payroll software, and certifications such as SHRM-CP or PHR are highly valued. Exceptional communication, conflict resolution, and leadership abilities distinguish top performers in this role. These skills ensure effective talent management, regulatory compliance, and a positive workplace culture, all critical to organizational success.

What are some common challenges HR managers face when implementing new company policies, and how can they effectively address employee concerns during the process?

HR Managers often encounter resistance or uncertainty from employees when introducing new policies, especially if the changes impact daily routines or benefits. To effectively address these concerns, HR Managers should focus on transparent communication, provide clear explanations for the reasons behind the changes, and offer opportunities for employees to ask questions or give feedback. Engaging key stakeholders early and organizing training sessions can also help smooth the transition and foster a sense of inclusion. Being approachable and responsive to employee feedback is vital for building trust and ensuring successful policy adoption.

Is HR manager a high burnout job?

HR managers often experience high levels of burnout due to the demanding nature of handling employee relations, conflict resolution, and organizational responsibilities. The role requires strong communication skills and the ability to manage stress, especially during periods of organizational change or conflict. Workload and emotional labor can contribute to job stress, making burnout a common concern in this profession.

What exactly does an HR manager do?

An HR manager oversees employee relations, recruitment, onboarding, and compliance with labor laws. They develop policies, manage benefits, handle conflicts, and support organizational goals through strategic human resource practices.
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What are the most commonly searched types of Hr jobs in Springville, UT?

The most popular types of Hr jobs in Springville, UT are:

What job categories do people searching Hr Manager jobs in Springville, UT look for?

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Hr Manager jobs near you
Infographic showing various Hr Manager job openings in Springville, UT as of August 2026, with employment types broken down into 85% Full Time, 13% Part Time, and 2% Contract. Highlights an 80% Physical, 2% Hybrid, and 18% Remote job distribution, with an average salary of $80,112 per year, or $38.5 per hour.

Senior People and Culture Partner

VASA Fitness

Orem, UT

$95K - $115K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted yesterday

New

VASA Fitness rating

5.3

Company rating: 5.3 out of 10

Based on 35 frontline employees who took The Breakroom Quiz

51st of 63 rated gym and leisure clubs

Job description

Position: People & Culture Partner (HR Manager)

Department: People and Culture
Reports To: Senior Director of Human Resources (People & Culture)
Direct Reports: NA
Location: Colorado Corp Office
FLSA Status: Exempt

Compensation: $95,000 -$115,000 Annually, Plus Bonus Potential!

JOIN OUR TEAM

At VASA Fitness, we want to create an uplifting experience for everyone by offering inclusive, accessible, and on-trend fitness. The foundation of our brand is rooted in a culture centered on unity, passion, love, integrity, fun, and trust. Because our culture is alive—embodied by members and team members alike—VASA is a place where lives are changed because of authentic connections made within our supportive community. 

BENEFITS

All employees receive two complimentary gym memberships--one for themselves and another to give away--plus 401k options. Additional benefit packages are available for employees who work 30+ hours per week.

  • Salaried Employees: Flexible Vacation Plan, Paid Holidays, Paid Parental Leave, and Health, Dental, Vision Benefits

Come join VASA Fitness and join a passionate, fun, and united team!

Proud to be a 'Great Place to Work' certified company!

PURPOSE

The Senior People & Culture Partner (SPCP) is a key strategic HR leader responsible for driving organizational performance through people. This role goes beyond tactical HR support to influence business outcomes at scale by shaping workforce strategy, building leadership capability, driving engagement, and solving complex people challenges. The SPCP is a trusted thought partner to senior field leadership, guiding talent strategy, succession planning, organizational effectiveness, and engagement initiatives that reduce turnover and strengthen retention.

KEY RESPONSIBILITIES

Strategic Business Partnership

  • Serve as a senior-level advisor and thought partner to field leadership (VP of Ops, Regional Directors, DMs, GMs), embedding people strategies into long-term business and operational planning.
  • Anticipate and identify systemic people challenges (turnover, performance, engagement) and design innovative, scalable solutions.
  • Use workforce analytics, trend data, and insights to influence senior leaders and drive decision-making.
  • Coach leaders to strengthen their leadership effectiveness, particularly around change leadership, team performance, and accountability.
  • Partner cross-functionally with People Leadership, Legal, Loss Prevention, and Corporate teams to ensure strategic alignment of HR initiatives with business outcomes.

Talent Strategy & Development

  • Lead succession planning and leadership pipeline development across markets, ensuring strong bench strength and career progression opportunities.
  • Partner with leadership to execute long-term workforce planning and proactively address future capability needs.
  • Drive organizational talent reviews, creating measurable development plans that accelerate high-potential talent and close capability gaps.
  • Identify skill and leadership gaps; support development with targeted coaching, feedback, and HR-related training.
  • Design and facilitate leadership development programs that prepare leaders for advancement and strengthen organizational capability.

Performance Management

  • Design and implement strategic approaches to performance management that improve accountability and elevate organizational performance.
  • Consult with leaders on systemic performance challenges, ensuring timely and effective resolution.
  • Partner with senior leadership to create performance management frameworks that reinforce culture, align to business goals, and retain top talent.
  • Apply the VASA Core 4 characteristics consistently when coaching leaders and evaluating performance

Employee Relations & Compliance

  • Provide expert-level counsel on sensitive and high-impact employee relations issues, ensuring consistency, fairness, and legal compliance.
  • Promote a consistent and legally compliant employee experience across markets.
  • Act as a trusted resource for operation leaders navigating difficult people challenges.

Talent Acquisition & Workforce Planning

  • Partner with Talent Acquisition leadership to design strategic hiring approaches that strengthen leadership pipelines and reduce turnover.
  • Provide executive-level input into GM, DM, and Regional Director candidate assessments to ensure alignment with long-term organizational needs.
  • Support workforce expansion, new market entry, and large-scale hiring strategies with an eye toward cultural alignment and retention.
  • Partner with Learning & Development Team to provide training to new leaders on effective hiring and selection practices, with a focus on identifying candidates who align with VASA's culture and values.

Organizational Effectiveness & Change Management

  • Lead large-scale change management initiatives, ensuring adoption, engagement, and sustainability.
  • Translate organizational strategy into actionable people initiatives that drive performance and engagement.
  • Use data and feedback loops to assess organizational effectiveness and continuously evolve people programs for greater impact.

Culture & Engagement

  • Champion a culture of engagement, inclusion, accountability, and recognition rooted in the VASA Core 4.
  • Analyze engagement, exit, and turnover data to design and implement strategies that measurably improve morale, retention, and organizational health.
  • Lead initiatives that build a connected and motivated workforce, driving employee engagement at scale.

MINIMUM QUALIFICATIONS

  • 7--10 years of progressive HR experience, including at least 3 years as a strategic business partner to senior leaders.
  • Bachelor's degree in Human Resources, Business Management, or related field required (Master's degree preferred).
  • Advanced proficiency in workforce analytics, data storytelling, and strategic workforce planning.
  • Demonstrated success in succession planning, leadership pipeline development, and progression planning.
  • Experience designing and executing strategic solutions for turnover reduction, employee engagement, and performance management.
  • In-depth knowledge of HR practices, methods, and processes across all functional areas (talent acquisition, comp/benefits, employee relations, performance, development).
  • Strong knowledge of federal and state employment laws and compliance requirements.
  • Proven ability to act as a strategic partner to executives and influence senior-level decision-making.
  • Ability to thrive in a dynamic, fast-paced environment while balancing strategic initiatives with operational needs.

PREFERRED QUALIFICATIONS

  • Excellent written and verbal communication skills with executive presence.
  • Strong ability to influence, consult, and build trust with senior leaders.
  • Experience leading large-scale organizational change and engagement strategies.
  • Ability to design and deliver leadership development initiatives.
  • Recognized expertise in conflict resolution, organizational effectiveness, and employee engagement strategy.
  • Strong facilitation and presentation skills for both large and small audiences.

WORK ENVIRONMENT

  • Work is typically done in a club with varying hours based on business needs.
  • While performing the club duties of this job, the team member is regularly exposed to moving mechanical parts. The noise level in the environment is occasionally loud.
  • Ability to work a varied schedule to support the needs of the business, including frequent extended workdays, weekends and holidays may be required.

PHYSICAL AND MENTAL ACTIVITIES AND REQUIREMENTS

  • Physical Stamina: Ability to handle physical tasks, including lifting and working in various environments.
  • Talking: Especially where one must frequently convey detailed or important instructions or ideas accurately, loudly, or quickly.
  • Physical Strength: Non-Sedentary work, standing and walking most of the time. Must be able to lift, push, pull, and move a minimum of 50 pounds.
  • Reasoning Ability: Ability to deal with a variety of variables under limited standardization. Able to interpret various instructions and relay instructions to clients.
  • Attendance: This is an essential duty of the position. Employees must work regularly scheduled shifts during business hours to assist members and sell services in-person.

This position description intends to describe the general nature and level of work being performed by people assigned to this job. It is not intended to include all duties and responsibilities. The order in which duties and responsibilities are listed is not significant.

VASA Fitness is an Equal Opportunity Employer

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