HR Manager, People & Culture: Job Description & Responsibilities

ROLE PURPOSE

As we continue to grow across multiple states through both organic growth and acquisitions, we’re looking for a People & Culture leader to join our team and help us scale the people side of the business the right way. This position will play a critical role in helping us achieve our vision to “find, achieve and enjoy a better way.”

The HR Manager owns the fundamentals of HR at Impact Funeral Partners, with primary responsibility for multi-state payroll and employment compliance, while building the leadership, hiring, onboarding, and integration systems that allow IFP to grow without losing what makes it special.

This role is about:

• Developing leaders (especially GMs and future leaders)
• Protecting and strengthening culture at scale
• Building strong, consistent hiring and onboarding systems
• Supporting M&A integration from a people + change-management perspective
• Ensuring we do the fundamentals of HR and compliance well — across all states

CORE RESPONSIBILITIES

1. Payroll & Benefits Administration

• Own accurate, on-time payroll for every location and every state, partnering closely with finance on reconciliations, accruals, and reporting
• Manage the payroll and HRIS provider relationship, including multi-state tax setup, garnishments, and year-end processing
• Administer benefits enrollment, eligibility, and changes, and support annual open enrollment
• Maintain clean, consistent employee data and records as the single source of truth for pay, job, and status information

2. Employment Compliance (All States)

• Ensure compliance with federal, state, and local employment laws in every state IFP operates in, including wage and hour, exempt/non-exempt classification, overtime, meal and rest breaks, and leave
• Own I-9/E-Verify, new-hire reporting, required postings, and record keeping and retention standards
• Maintain the employee handbook, state supplements, and core HR policies, updating them as laws change and as IFP enters new states
• Track required professional licenses and certifications (such as funeral director and embalmer licenses) and continuing-education requirements by state
• Lead employee relations matters, investigations, and documentation with consistency and fairness, partnering with employment counsel as needed

3. M&A Integration & Change Management

• Own the people integration playbook for newly acquired locations, moving employees onto IFP payroll, benefits, policies, and systems within defined timelines
• Support people-related due diligence, including headcount, compensation, benefits, and employment-practice risks
• Plan and deliver clear, caring communication to acquired teams so they understand what is changing, what isn’t, and why
• Identify and retain key staff through transitions, and help acquired teams feel welcomed into the IFP culture

4. Hiring & Onboarding Systems

• Build a consistent, repeatable hiring process across locations, including job descriptions, interview guides, and selection standards
• Partner with GMs to fill roles quickly with people who fit IFP’s values and standard of care
• Design and run an onboarding program that sets every new team member up to succeed from day one
• Develop compensation structures and pay practices that are competitive, fair, and consistent across the network

5. Leadership Development & Culture

• Develop GMs and future leaders through coaching, training, and clear expectations, and build a bench that is ready ahead of growth
• Support succession planning for GM and other key roles across the network
• Protect and strengthen IFP’s culture as the organization scales, keeping our mission and values alive at every location
• Introduce simple, effective performance management, recognition, and engagement practices
• Serve as a trusted and strategic partner to the leadership team on all people-related decisions

WHAT WE’RE LOOKING FOR

• Hands-on experience running multi-state payroll and HR compliance
• Experience supporting M&A integration or rapid multi-location growth
• A track record of developing leaders and building hiring and onboarding systems
• Strong judgment, discretion, and care in handling sensitive people matters
• Someone who leads by example and will help embrace and lead our culture
• Someone who thrives in a fast-moving, entrepreneurial environment

KEY PERFORMANCE INDICATORS

Payroll accuracy and multi-state compliance are the anchor KPIs for this role. The additional metrics below are recommended to round out accountability across the full scope of the role.

KPI Description

• Payroll Accuracy Percentage of payroll runs processed on time with no errors, missed payments, or off-cycle corrections
• Compliance & Audit Results No material findings in wage and hour, I-9, benefits, or state regulatory reviews; all required filings and postings current
• Integration Timeline Days from close until acquired employees are fully on IFP payroll, benefits, policies, and HR systems
• Time to Fill Average days to fill open positions, with a focus on GM and other key roles
• New-Hire Retention Percentage of new hires still with IFP at 90 days and at one year
• Leadership Bench Strength Percentage of GM and key roles with an identified, ready successor
• Engagement & Turnover Employee engagement scores and voluntary turnover across locations, including acquired teams

WHAT SUCCESS LOOKS LIKE

• Every employee is paid accurately and on time, in every state, every pay period
• IFP is audit-ready at all times, with consistent compliance across every jurisdiction
• Acquired teams move onto IFP payroll, benefits, and culture on a predictable timeline, and key people stay
• Every location hires and onboards using the same proven playbook
• A strong bench of GMs and future leaders is ready ahead of the growth pipeline
• IFP’s culture gets stronger as the company scales

LOCATION & COMPENSATION

Location: Lehi, Utah (in-office)

Compensation: Competitive, based on experience and impact.

This role is about more than policies and paperwork — it’s about building the people foundation of a company that’s positively contributing to an entire profession.