Human Resources Manager

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 8a-5p EST

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 & 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.