Position Summary

The Human Resources Manager oversees all human resources operations for the Primary Care department, ensuring the delivery of high-quality HR support that enables exceptional patient care. This role leads initiatives across onboarding, employee relations, performance management, and policy administration while ensuring alignment with organizational goals and regulatory requirements. The HR Manager partners closely with the VP of Human Resources and staff to cultivate a positive workplace culture, drive operational effectiveness, and deliver responsive, people-focused HR support.

Key Responsibilities:

Employee Onboarding

• Welcome new employees in Primary Care on their first day and complete their I-9 verification, as well as explain company benefits, 401k and PTO policy.
• Ensure new employees receive Handbook and PTO policy to sign during first work week.
• Communicate to new employees so they know they can reach out at any time with HR questions.

Human Resources Partnership

• Serve as the primary HR point of contact for leaders and staff in the Primary Care department.
• Collaborate closely with the VP of Human Resources to align departmental HR practices with organizational strategy.
• Advise department leadership on workforce planning, staffing needs, employee engagement trends, and retention strategies.
• Interpret HR policies and provide guidance to ensure consistent application across the department.

Employee Relations & Engagement

• Build strong relationships with staff and leadership to proactively identify and address employee concerns.
• Resolve employee issues and provide coaching to employees and supervisors in accordance with company policy.
• Support initiatives to promote staff engagement, well-being, and a culture of respect, compassion, and accountability.
• Assist with planning and executing department-level recognition events, engagement programs, and check-in processes (e.g., 60- and 90-day surveys).

HR Strategy & Advisory

• Collaborate with VP of HR on employee performance management and performance improvement plans.
• Conduct exit interviews and generate actionable insights for departmental improvements.

Payroll Support & HR Operations

• Respond to employee questions related to payroll matters and direct complex issues to the Payroll Specialist.
• Collaborate closely with the Payroll Specialist to ensure accurate communication of timekeeping, job changes, and other payroll-impacting information.
• Leverage HR systems (e.g., ADP Workforce Now) to support HR operations, reporting, and compliance tracking.
• Review, improve, and standardize HR processes within the department to enhance efficiency and employee experience.

Compliance & Records Management

• Ensure HR practices align with federal, state, and local employment laws, especially those applicable to healthcare settings.
• Maintain accurate and confidential employee records in Employee Files.
• Support audits and ensure compliance with healthcare employment standards such as OSHA, HIPAA, and other regulatory requirements.

Leave of Absence Management

• Oversee the administration of all employee leaves of absence, including FMLA, ADA, personal leave, and other statutory or company-provided leave programs.
• Ensure compliance with federal, state, and local leave laws and documentation requirements.
• Partner with managers, employees, and third-party administrators to ensure smooth leave transitions and return-to-work processes.
• Communicate leave policies and procedures clearly to employees and managers.

Benefits Administration

• Serve as the primary point of contact for employees regarding healthcare, dental, vision, life insurance, disability coverage, and other benefit programs.
• Support the administration of the company’s 401(k) plan, including employee questions, enrollment support, contribution changes, and coordination with the plan administrator.
• Assist employees with new-hire benefits enrollment, qualifying life events, and ongoing benefits inquiries.
• Assist during annual open enrollment, including communication, system updates, and issue resolution.
• Ensure compliance with ERISA, ACA, COBRA, HIPAA, and other benefits-related regulations.
• Maintain accurate benefits documentation and ensure timely updates in HRIS platforms (e.g., ADP Workforce Now).

Required Qualifications:

Experience: 3 years of HR experience, with at least 2 years in a generalist or management role.

Education: Associates / Bachelors degree in Human Resources, Business Administration or related field

Certification: SHRM-CP or PHR certification

Knowledge: Strong understanding of HR principles, employment law, and compliance in a multi-state environment.

Skills: Relationship management, coaching, policy interpretation, and payroll knowledge

Tools: Proficiency in Microsoft Office Suite, HRIS systems, and payroll software.

Preferred Qualifications:

Experience: Experience in a healthcare, behavioral health, or multi-specialty provider environment.

Knowledge: Knowledge of best practices in employee engagement and organizational development.