<p><em>Do you love taking established HR processes and keeping them organized, current, and effective?</em></p> <p><em>Are you comfortable being the go-to HR resource who can keep both employees and managers on track?</em></p> <p><em>Can you take policies, SOPs, and complex information and turn them into training people can actually understand and use?</em></p> <p><em>Do you enjoy owning the details—from onboarding and benefits to timesheets, performance reviews, and HR documentation—without needing someone to constantly follow up?</em></p> <p><strong>Final question:</strong> When faced with a challenge, do you get <em>excited</em> or run away?<br><br><br></p> <p><strong>** IMPORTANT: TO APPLY **</strong></p> <p><strong>If you have any questions, please email recruit@crisp.co only.</strong></p> <ul> <li>Please do not reach out through our website's contact information (telephone, email, or web chat) or via direct messaging on any social media platform.</li> </ul> <p><strong>To Apply: Submit your application by clicking the "Apply" button and applying on the Crisp Recruit page that opens.</strong></p> <p><strong>**RECRUITERS DO NOT CONTACT**<br><br><br></strong></p> <p>Debt Defenders, founded by Daniel Ciment, is an award-winning consumer advocacy law firm focused on debtors' rights, serving Texas and expanding to Georgia. Committed to resolving financial distress, the firm has saved over $31 million for its clients in 2025 using a proven 3-step process. Our mission includes resolving debts, protecting client rights, and helping rebuild credit scores, ensuring comprehensive support for those facing financial struggles.</p> <p>As Debt Defenders continues to grow, we are looking for a hands-on <strong>Senior Human Resources Manager</strong> to serve as the firm’s primary HR resource, reporting to the Chief Operating Officer and Chief Executive Officer. This role will own our established HR function, working closely with department managers, subject-matter experts, and leadership to keep HR processes, policies, and training organized, current, and compliant, while providing guidance on employee relations and people-management practices. Managers and functional owners remain responsible for operational decisions, process changes, and managing their direct reports, while HR drives accountability and follow-through on performance management responsibilities and ensures approved changes are communicated and reflected in published policies, SOPs, and training materials. </p> <p> </p> <p><strong>What you’ll do:</strong></p> <ul> <li><strong>HR Operations:</strong> Take ownership of day-to-day HR operations, maintaining policies, procedures, documentation, and compliance processes while ensuring established standards are followed consistently across the firm.</li> <li><strong>Training & Knowledge Management:</strong> Own and maintain Debt Defenders University as the firm’s central resource for training, policies, and SOPs, keeping content current, organized, and accessible. Coordinate updates with department managers and subject-matter experts, who retain ownership and approval of their operational processes and content.</li> <li><strong>HR Compliance:</strong> Working knowledge of federal and state employment requirements, with the research skills and judgment to identify jurisdiction-specific requirements and recognize when employment counsel or another specialist should be consulted. </li> <li><strong>Onboarding and Offboarding:</strong> Manage established onboarding and offboarding processes for employees and coordinate contractor engagement and disengagement processes, maintaining appropriate distinctions in documentation, terminology, and administration. </li> <li><strong>Payroll Administration:</strong> Handle payroll and timesheet administration through Gusto, driving timely manager approvals and accurate processing while helping keep each payroll cycle running smoothly.</li> <li><strong>Employee Lifecycle Management:</strong> Oversee key employee lifecycle processes, including personnel records, benefits administration, required documentation, and ongoing HR support, serving as a reliable first point of contact for the team.</li> <li><strong>Performance Management:</strong> Drive the cadence and follow-through of mid-year and end-of-year evaluations, helping managers stay accountable to deadlines and providing HR guidance and documentation support, while managers remain responsible for evaluating, coaching, and managing their teams.</li> <li><strong>Employee Relations:</strong> Serve as a trusted HR resource for employee conflicts, performance concerns, disciplinary matters, and PIPs, providing managers with practical guidance and helping ensure issues are handled consistently and appropriately.</li> <li><strong>HR Research for Expansion: </strong>Research HR requirements as the firm expands into new states or engages contractors in new countries, identifying key requirements, potential risks, and practical next steps while recognizing when outside expertise is needed.</li> <li><strong>Recruiting Coordination:</strong> Manage employee recruiting through WiseHire, from job postings and candidate filtering through prescreening, while partnering with department managers to keep the hiring process organized and moving forward.</li> </ul> <p><strong><br>