Human Resources Manager

About Cornerstone

Cornerstone imagines, creates, and flawlessly produces immersive brand environments and live experiences for global audiences.  We operate in venues and destination projects and deliver end-to-end production, labor, AV, and guest experiences.

Role Summary

The HR Manager plans, directs, and coordinates Cornerstone's core HR functions—recruiting, onboarding, pay/benefits administration, employee relations, training, performance management, and compliance. The position includes a growth pathway to HR Director based on performance, leadership impact, and business needs.

Priority Outcomes (First Year)

• Payroll Accuracy & Reporting Excellence: Lead payroll processing with a commitment to accuracy – ensuring every pay cycle is error-free and compliant.  Develop clear, accessible resources to help employees understand their total compensation (base, benefits, incentives, etc.).  Collaborate with the Executive team to deliver payroll reports, analyze FTE (Full-Time Equivalent) metrics, and provide actionable insights on payroll trends, labor costs, and workforce planning.
• Benefits Administration & Employee Experience: Become an expert in Cornerstone's complete benefits package (medical, dental, vision, retirement, wellness, voluntary options, etc.).  Guide employees in navigating all benefit options, providing clear resources and one-on-one support.  Ensure benefits data and enrollments are accurate and up to date.  Proactively gather employee feedback on benefits, spending time to understand how the package is received and experienced.  Present annual findings and recommendations to the Executive team, highlighting employee satisfaction, utilization trends, and opportunities for improvement.
• Onboarding & Training: Streamline onboarding; launch structured training modules; reduce manual processing time in line with HR's improvement goals.
• Performance management reset: Operationalize an MBO‑based review cadence; support leaders with goal setting, coaching, and calibration.
• Employee listening → action: Administer monthly surveys (via Bamboo confidential third party) and drive "Survey Feedback Action" plans with leadership.
• Policy currency & compliance: Audit and refresh handbook sections/SOPs; ensure EEO, at‑will, and Utah/Federal compliance are consistently applied.

Key Responsibilities

Recruitment & Hiring

• Own requisition intake, postings, screening, interviews, selection, and new‑hire orientation—including venue/seasonal labor pools and specialty roles.
• Maintain the job description library and tracker; partner with hiring managers to define scopes and success profiles.

Onboarding, HRIS & Benefits/Payroll Coordination

• Lead onboarding/offboarding; coordinate