Human Resource Manager

The Human Resources Manager is a hands-on role that manages the HR department's daily operations and serves as a resource for the HR team, managers and employees. The role supervises HR staff, ensures department functions run smoothly and consistently, and supports the VP of Human Resources on policy and initiatives.

Success in this role is measured by how accurately, quickly and courteously HR serves its customers, through key performance indicators agreed with the VP of Human Resources.

Customer service leadership

1. Is responsible for ensuring HR service standards (response times, resolution times, accuracy) are met for employees, managers and union representatives.

2. Creates and proposes monthly KPIs to the VP of HR, then maintains and updates them as necessary.

3. Coordinates the annual employee engagement survey and acts on recurring themes.

4. Supervises and coaches HR staff: delegates work, develops their skills, and includes service KPIs in their goals and evaluations.

Core HR operations

5. Manages position control and FTE allocations with leadership and Finance, keeping the position roster accurate and current.

6. Maintains data and produces reports for the VP of HR and leadership on quality goals, HealthStream and evaluation completion, new hires, turnover and service KPIs.

7. Develops, communicates and ensures compliance with HR policies, procedures and local, state and federal law. Keeps the employee handbook and policies current, reviewing them on a regular schedule.

8. Advises managers and supervisors on employee issues and progressive discipline. Leads all investigations involving harassment, sexual harassment or bullying, and leads or participates in other employee complaint investigations. Attends grievance hearings and arbitrations.

9. Requires supporting documentation for every corrective action submitted by managers, and files all corrective actions and supporting documentation in the electronic documentation system.

10. Works with managers, employees, and union representatives on labor relations and contract interpretation, answering contract questions promptly and consistently.

11. Maintains a close working relationship with Payroll so policies are interpreted and applied consistently.

12. Serves as a resource for benefits administration (medical, dental, vision, life, disability, FMLA, PFL, workers' compensation), supporting the VP of Human Resources, who manages benefits administration.

13. Understands payroll and HR workflows, ensures the team meets deadlines, and serves as the HR department's liaison to the Payroll department.

Process improvement and digital transformation

14. Leads the HR department in digitizing workflows and removing paper-based processes where applicable.

15. Champions adoption of new processes and systems: learns them first, trains and supports the HR team, and helps staff, managers and employees through the change.

16. Supports the VP of Human Resources' initiatives by planning, coordinating and carrying out assigned projects and reporting progress.

• Other duties as assigned by the VP of Human Resources.

Education and certification

• Bachelor's degree in Human Resources, Business Administration or a related field required.

• SHRM-CP or PHR preferred.

Experience

• 5+ years of progressive HR experience, including 2+ years supervising HR staff or leading HR functions.

• Experience in a unionized environment, including grievances and contract interpretation.

• Healthcare HR experience preferred.

Knowledge, skills and abilities

• Strong customer-service orientation; responds promptly, follows through and keeps people informed.

• High attention to detail and accuracy in data, payroll and benefits work.

• Working knowledge of FMLA, PFL, workers' compensation, FLSA, EEO, ADA and state labor law.

• Ability to set service metrics, track them in an HRIS or ticketing tool, and report results clearly.

• Proficiency with HRIS, applicant tracking systems, HealthStream and Microsoft Excel.

• Sound judgment and discretion with confidential information.

The role is office-based with regular computer and phone use, occasional evening or weekend availability for urgent employee-relations matters, and attendance at grievance hearings and arbitrations.