Human Resources Manager

Overview

At Groups, the Human Resources Manager serves as a strategic and operational partner responsible for fostering a compliant, engaged, and high-performing workplace culture. This role is primarily focused on employee relations, workplace investigations, performance management, policy interpretation, and risk mitigation, while also partnering closely with field leadership, corporate leadership, compliance and employees on a broad range of HR matters. 

The Human Resources Manager provides cross-functional support, as needed, across the People Team, including benefits administration, leave management, onboarding, HR operations, HR systems support, and regulatory readiness efforts in partnership with the Compliance and Licensing teams. This position also provides direct supervision, coaching, and development support to the HR Operations & Employee Relations Specialist. 

The ideal candidate demonstrates strong business acumen, sound judgment, professionalism, and the ability to effectively balance employee advocacy with organizational objectives in a fast-paced healthcare environment.

Salary Range: $81,859 - $136,431

Schedule: Monday - Friday 9a-5p EST

Responsibilities

Essential Functions: 

Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions

Employee Relations and Investigations

Manage and resolve complex employee relations issues 

Conduct and document effective, thorough and objective investigations involving harassment, discrimination, retaliation, policy violations, misconduct, and other employment-related concerns 

Partner with leaders to address performance concerns through coaching, counseling, and corrective actions 

Provide guidance regarding employee separations, including risk assessment and documentation review

Serve as a trusted advisor to employees and management regarding workplace concerns and conflict resolution.

Promote a positive employee experience and help foster a culture of accountability, engagement, and inclusion

Provide day-to-day supervision, guidance, coaching, and performance management for the HR Operations & Employee Relations Specialist 

Compliance & Policy Administration

Maintain in-depth knowledge of federal, state, and local employment laws and regulations, including but not limited to EEO, ADA, FMLA, ADEA, FLSA, OSHA, wage and hour laws, and harassment/discrimination standards

Ensure HR practices, policies, procedures, and employment actions are compliant and consistently applied

Provide HR policy interpretation and guidance to leaders and employees

Assist in the development, implementation, and administration of HR policies, procedures, and employee handbook updates

Review and evaluate employee background checks and rehire eligibility determinations

Maintain accurate and confidential employee documentation and records

Partner with the Director of Licensing, Compliance team, and field leadership to support regulatory audits, accreditation reviews, licensing inspections, and other compliance-related activities

Business Partnership & Leadership Support 

Build strong relationships with operational leaders and provide strategic HR guidance aligned with business objectives

Conduct regular meetings with field leadership to proactively identify organizational needs, workforce concerns, and engagement opportunities

Analyze trends and metrics to develop recommendations and action plans for senior leadership

Partner with leadership to develop and continuously improve employee engagement, recognition, retention and culture initiative

Support organizational change initiatives through effective communication, coaching, and change management practices

Support employee engagement initiatives, recognition programs, focus groups, and employee feedback efforts designed to improve retention and morale

HR Operations & Cross-Functional Support 

Provide support and backup coverage for other HR functional areas, as needed, including benefits administration, leave management, HRIS processes, onboarding, and HR operations.

Partner with the Benefits Manager regarding ADA accommodations, FMLA administration, workers’ compensation coordination, and leaves of absence.

Other Duties and Responsibilities:

Perform other related duties as assigned.

Qualifications

Qualifications & Requirements:

Bachelor's degree in related discipline preferred; advanced degree a plus

PHR/SPHR or SHRM-CP/SCP preferred

Minimum of five years of human resources experience, including experience in employee relations, workplace investigations, performance management and team leadership 

Experience supporting sites across multiple states required 

Experience supporting healthcare, behavioral health or rapidly growing organizations preferred

Experience working in environments with complex employment law considerations strongly preferred

Experience supporting regulatory audits, licensing reviews, or accreditation activities in a healthcare environment preferred 

Knowledge, Skills and Abilities:

Demonstrated experience conducting workplace investigations and preparing thorough, well-documented investigative findings and recommendations

Strong understanding of federal and state employment laws and regulations, including ADA, FMLA, FLSA, EEO, OSHA, and wage and hour compliance.

Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, and performance management

Demonstrated leadership skills with the ability to coach, mentor, and develop team members 

Ability to exercise sound judgment, maintain confidentiality, and manage highly sensitive situations with professionalism and discretion

Proven ability to build credibility and effective working relationships across all levels of the organization

Strong conflict resolution, mediation, and problem-solving skills

Ability to work with a geographically dispersed and remote workforce

Excellent verbal and written communication skills 

Excellent interpersonal and customer service skills  

Excellent organizational skills and attention to detail with the ability to work independently as well as part of a team

Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, and policies

Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors

Excellent time management skills with a proven ability to meet deadlines

Strong analytical and problem-solving skills

Proficient with Google Suite, Microsoft Office Suite or related software

Experience with HRIS or HCM systems such as ADP  

Physical Requirements & Working Conditions:

These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position. 

While performing the responsibilities of the role, the employee is required to talk and hear. The employee is often required to sit and use his or her hands and fingers. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision.

Limitations and Disclaimer:

The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position.

Equal Employment Opportunity Statement:

Groups is an equal opportunity employer committed to diversity and inclusion in all aspects of recruiting and employment. All qualified individuals are encouraged to apply and will receive consideration without regard to race, color, gender, gender identity or expression, sex, sexual orientation, transgender status, gender dysphoria, national origin, age, religion, disability, military and veteran status, marital or parental status, citizenship status, genetic information or any other factor which cannot lawfully be used as a basis for an employment decision.