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Integrity Hr Management Jobs (NOW HIRING)

Endo International

HR Generalist

Hobart, NY · On-site

Create and/or assist in the development and implementation of HR/management related training ... Integrity & Trust, Priority Setting, Learning on the Fly, Comfort around Higher Management. Other ...

Krista Care

Human Resources (HR) Manager

Arcadia, CA · On-site

... performance management, training and development, compensation and benefits, and ensuring ... Ability to handle confidential and sensitive information with integrity * Strong problem-solving ...

Krista Care

Human Resources (HR) Manager

Arcadia, CA · On-site

... performance management, training and development, compensation and benefits, and ensuring ... Ability to handle confidential and sensitive information with integrity * Strong problem-solving ...

Krista Care

Human Resources (HR) Manager

Arcadia, CA · On-site

... performance management, training and development, compensation and benefits, and ensuring ... Ability to handle confidential and sensitive information with integrity * Strong problem-solving ...

Endo International

HR Generalist

Hobart, NY

Create and/or assist in the development and implementation of HR/management related training ... Integrity & Trust, Priority Setting, Learning on the Fly, Comfort around Higher Management. Other ...

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Integrity Hr Management information

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$39K

$86.1K

$129.5K

How much do integrity hr management jobs pay per year?

As of Jun 11, 2026, the average yearly pay for integrity hr management in the United States is $86,139.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,000.00 and $100,000.00 per year, depending on experience, location, and employer.

What is Integrity HR Management?

Integrity HR Management refers to the practices and policies that ensure honesty, ethical conduct, and transparency within human resources functions. It involves fair recruitment, unbiased performance evaluations, compliance with labor laws, and maintaining confidentiality of employee information. The goal is to build trust between management and employees, fostering a positive workplace culture. Organizations with strong integrity in HR management are more likely to attract and retain top talent and minimize legal or ethical risks.

What is the difference between Integrity Hr Management vs HR Coordinator?

AspectIntegrity Hr ManagementHR Coordinator
CredentialsTypically requires HR certifications or relevant experienceOften requires a bachelor's degree in HR or related field
Work EnvironmentCorporate or agency HR departments, often in office settingsOffice environment, supporting HR functions and employee relations
Employer & Industry UsageUsed across various industries for HR management rolesCommonly employed in organizations to assist HR teams

Integrity Hr Management and HR Coordinator roles both involve HR functions, but Integrity Hr Management often encompasses strategic HR planning and policy implementation, while HR Coordinators focus on administrative support and daily HR operations. Understanding these differences helps clarify career paths and job expectations in HR.

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

To thrive as an Integrity HR Manager, you need a strong background in human resources, employment law, and ethical compliance, typically supported by a degree in HR management or a related field and relevant HR certifications such as SHRM-CP or PHR. Familiarity with HR information systems (HRIS), compliance tracking tools, and reporting software is essential for managing sensitive data and ensuring legal adherence. Excellent interpersonal skills, discretion, and conflict resolution abilities help foster a trustworthy and ethical workplace culture. These competencies are vital to maintaining organizational integrity, minimizing legal risks, and promoting a positive work environment.

What are some common challenges faced by professionals in Integrity HR Management, and how can they be addressed?

Professionals in Integrity HR Management often face challenges such as navigating sensitive employee misconduct investigations, ensuring compliance with ever-changing regulations, and maintaining confidentiality while promoting a transparent workplace culture. Addressing these challenges typically involves staying current on legal requirements, implementing clear policies and training programs, and fostering open communication channels within the organization. Collaborating closely with legal, compliance, and managerial teams also helps ensure fair processes and supports a culture of ethical behavior.
More about Integrity Hr Management jobs
What cities are hiring for Integrity Hr Management jobs? Cities with the most Integrity Hr Management job openings:
What job categories do people searching Integrity Hr Management jobs look for? The top searched job categories for Integrity Hr Management jobs are:
Integrity Hr Management jobs near you
Infographic showing various Integrity Hr Management job openings in the United States as of June 2026, with employment types broken down into 45% Full Time, 49% Part Time, and 6% Contract. Highlights an 95% Physical, 2% Hybrid, and 3% Remote job distribution, with an average salary of $86,139 per year, or $41.4 per hour.
Human Resource Manager

Human Resource Manager

Orion Group Holdings, Inc.

Tampa, FL • On-site

Full-time

Medical, Retirement

Posted 25 days ago

Job description

Work location- Onsite Monday-Friday at our Tampa, Florida office
POSITION SUMMARY
This position is accountable for providing Human Resources leadership and support to management personnel and the Director of Human Resources. Leads the key areas of Talent Acquisition, Onboarding, Leadership Development, Learning & Career Development, and Employee Engagement/Culture for assigned region. In accomplishing this objective, the incumbent will assist in leading Human Resource programs and processes to support organizational initiatives and strategically implements best practices to help the Company hire, grow, and retain top talent.
The incumbent must support the guiding beliefs and core values of Orion, which are centered on Safety, Quality, Delivery, and Teamwork most importantly, with each built upon the all-important foundation of Integrity.
SPECIFIC RESPONSIBILITIES
  • Works with HR leadership to establish and achieve the annual goals and objectives set for the Human Resources Department.
  • Works closely with HR leadership to ensure effective communication to employees.
  • Trains and mentors Human Resources personnel to develop their skill sets and competencies to the benefit of the department and their career growth.
  • Administers and maintains Human Resources programs including wage and hour compliance, EEO and diversity requirements and other employee programs such as FMLA, ADA and leave policies.
  • Contributes to the periodic required updating and distribution of the Employee Handbook, Company's Policies and Procedures and other Company publications distributed to employees.
  • Provides support and ensures consistency in the interpretation and implementation of Human Resource policies, practices, and procedures.
  • Partners with members of HR, management team and field employees on all HR backend operational employee services issues.
  • Participates in HR-driven engagement initiatives.
  • Works with Risk Management, HS&E, Operational Leadership, and outside legal counsel on workers compensation claims, including Jones Act claims and litigation.
  • Manages cases of injured employees coordinating medical treatments and assisting with selection of doctors and specialists.
  • Listens and takes action on employee concerns. Investigates internal complaints and Whistleblower Hotline claims.
  • Coordinates employee engagement activities and functions such as recognition events, team building and community programs.
  • Recommends and devises strategies for Outreach recruiting efforts in accordance with the Company's Affirmative Action Plans to ensure proper utilization of protected classes in the workforce.
  • Updates the Affirmative Action Plan for operation division on an annual basis and devises strategies to ensure proper utilization of protected classes in the workforce.

RECRUITMENT & STAFFING
  • Assists in overseeing the development and execution of Talent Acquisition initiatives. Partners with operations leaders to provide guidance and onboarding process improvement.
  • Manages and supports the full talent acquisition life cycle to ensure timely sourcing, identification, screening, and onboarding of highly qualified candidates.
  • Assists in leading and executing the screening, interviewing, and onboarding process for Salaried Professional and Field Hourly Craft positions.
  • Develops and provides for an effective recruitment and staffing program to ensure that the Company has an appropriate manpower level of qualified personnel.
  • Assists in providing coaching to team and hiring managers regarding all phases of recruiting including client intake session, behavior-based interviewing, negotiations of salary, and closing candidate to offer acceptance.
  • Counsels hiring managers on the application of Affirmative Action data during attraction and recruitment process and works to ensure compliance with state and federal law.
  • Assists coordinating and participating in the College Recruiting and College Relations effort at local colleges and universities to identify, attract and hire entry level project management talent.
  • Creates and executes staffing plans to fill key salaried and hourly positions within the organization to ensure all efficient work operations.
  • Tracks and utilizes the most efficient and cost-effective recruitment tools to identify qualified candidates in the workforce, i.e., LinkedIn, Facebook, and other social media.
  • Assists in developing and maintaining the Company's Employee Referral Program offering financial incentives to employees who refer qualified applicants who are hired.
  • Develops and maintains position descriptions for all salaried and hourly positions within operational division.

HR INFORMATION SYSTEMS & DATA PROCESSING
  • Partners with members of HR, management team and field employees on all HR backend operations employee service issues, including inputs all required information on new employees into the HRIS/HCM system and updates employees' records as changes occur.
  • Ensures that all new employee paperwork is processed in the HRIS/HCM system on a weekly basis and presents new employees with benefits information as required.
  • Oversees and ensures that all employee status change notices are generated and processed to activate payroll and/or employee benefit program changes.
  • Administers the Company's benefits programs including the healthcare and 401(k) retirement plans.
  • Assists employees in answering group healthcare and 401(k) Retirement Plan questions and distributes employee benefit plan information in a timely basis.
  • Assists the HR leadership in communicating benefit program announcements and changes to all employees.

EMPLOYEE TRAINING AND DEVELOPMENT
  • Partners with HR leadership and operations leaders to perform a training needs analysis in their respective areas to identify critical training and development needs through the use of various assessment tools.
  • Partners with HR leadership in planning the implementation and facilitation of agreed upon training activities and events, designs, and develops training materials, and distributes training materials to training participants.
  • Performs new hire orientations with all new employees which includes a review of the Company, all employee benefits including enrollment, policies, and procedures.
  • Works with senior management to create and present supervisory and manager training programs to ensure optimum work performance and regulatory compliance.
  • Conducts employee training in the areas of workplace diversity, EEO, harassment prevention, supervisory skills training, performance management, etc.
  • Works with senior management to design and implement career progression programs to promote employee development and retention.
  • Partners with senior management on the annual talent identification and review cycle. This would include Succession Planning, identification of high-potential employees, and the completion of Career Development Plans (CDP) to drive improved insight into the capability of our workforce.
  • Assists in strengthens and diversifies talent pipelines to business critical and leadership roles. This would include the implementation of high potential programs, coaching, 360o feedback, and embedding Group-wide Diversity & Inclusion initiatives to promote the attraction and successful development of diverse talent.
  • Coordinates employee engagement activities and functions such as recognition events, team building and community programs.
  • Recommends and devises strategies for Outreach recruiting efforts in accordance with the Company's Affirmative Action Plans to ensure proper utilization of protected classes in the workforce.

EMPLOYEE SAFETY AND COMPLIANCE
  • Participates in Safety and Environmental initiatives that will contribute to compliance of State/Federal regulations and improve existing Company programs.
  • Responsible and accountable for incumbent's own personal safety.
  • Responsible and accountable for the safety of all co-workers and any others incumbent comes in contact with.
  • Authorized and obligated to stop work on any task or series of tasks whenever an unsafe condition or situation is anticipated or is observed.
  • Complies with all applicable laws, regulations and Company policies and procedures, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
  • Reports any and all violations of applicable laws, regulations or Company policies and procedures promptly, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
  • Performs other related administrative and technical duties as may be assigned or requested by immediate supervision (such as certification training, safety training, procedure review, etc.).
  • All employees, current and former, must maintain confidentiality by not disclosing to others any confidential, proprietary or trade secret information belonging to the Company.

POSITION COMPENTENCIES
  • Business Acumen (Business Awareness, Knowledge): Showcases knowledgeable and understanding of business operations and functions, and the ability to align goals to support the business.
  • Change Management (Change Readiness, Conflict Management): Demonstrates support for innovation to improve effectiveness; Initiate, sponsor, and implement organizational change.
  • Collaboration (Relationships, Team Interface): Establishes constructive relationship with clients and other work units to meet mutual goals and objectives of the company.
  • Communication (Verbal, Written): Utilizes verbal and written communication skills to express oneself clearly in conversations and interactions with others.
  • Managing Work (Initiative, Productivity, Results Orientation): Shows ability to plan, schedule, direct work of self and others, and provide follow up to ensure quality standards.
  • Problem Solving (Analytical, Creative): Makes sound, well-informed and objective decisions.
  • Safety Orientation (Safe Work Philosophy): Demonstrates responsibility and accountability for their own personal safety and the safety of co-workers and others; applies safe work practices in the performance of assigned tasks.
  • Talent Development: Continuous development of juniors; sets goals, expectations, and objectives in ways that motivate them.
  • Trust and Integrity: Follow through on commitments; respects and maintains confidentiality.

JOB SPECIFIC COMPENTENCIES
  • Work Standard: Sets high standards and well-defined goals; displays high level of effort and commitment towards completing assignments with minimal supervision.

POSITION REQUIREMENTS
B.S. Degree in Human Resource management or related field and/or minimum of 8-10+ years Human Resources experience is required. Broad HR generalist background in Staffing, Compensation & Benefits Administration, Policy Design & Administration, Organizational Effectiveness, Client Consulting & Partnering, Diversity, Business Process Improvement, and HR Problem Solving is required. Knowledge of the construction industry is preferred. Professional certification is preferred but not required. Bilingual in Spanish/English is preferred.
The incumbent must 1) be an effective communicator (both verbal & written), 2) be proficient in Microsoft Office Suite, and 3) be able to interface well with employees at all levels of the organization.
Discretion and trustworthiness, and the ability to keep all Company information and materials strictly confidential (both internally and externally) are essential elements of this position.
Must be well organized, diligent, and be a self-starter with the ability to work with minimal supervision and to independently identify work to be done. Must be flexible and have the ability to adjust to sudden changes in work priorities. The incumbent must also have the ability to prioritize work generally and in order to accommodate those changes. Attention to detail and extreme care in performing tasks accurately and carefully are also essential.
The Company expects and requires incumbent and each of its other employees to observe and fulfill the above and all other safety responsibilities and actively work toward maintaining a safe workplace. Failure to do so can result in disciplinary action, up to and including termination of employment.
PHYSICAL/MENTAL REQUIREMENTS
The incumbent must be able to perform the essential functions of the job with or without reasonable workplace accommodation.
The individual must also be able to wear and properly utilize appropriate personal protective equipment (PPE) to work or visit within areas where it is required. This includes hard hat, safety glasses, respirators, ear plugs, steel toed shoes, personal flotation devices, or other protective equipment as required by the work performed and location the work is being done.
The incumbent must possess the ability to remain calm during emergencies and respond appropriately as dictated by the circumstance of the incident and as directed by the Safety Representative or other management personnel. Must be capable of evacuating the work area in a timely manner should an emergency situation arise.

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