Human Resources (HR) & People Operations Manager

Job Description

Job Description

Overview

Healthcare for the Homeless – Houston is a Federally Qualified Health Center exclusively serving individuals and families impacted by homelessness.

The HR & People Operations Manager plays a critical role in supporting a mission-driven workforce by leading core human resources and people operations functions, including employee relations, performance management, recruitment, compliance, workforce development, and organizational planning.

This position partners closely with executive leadership and a Professional Employer Organization (PEO) to ensure effective HR operations, regulatory compliance, and alignment with organizational goals. The role fosters a positive employee experience through structured onboarding, training, and engagement initiatives while strengthening workforce planning, policy development, and risk management practices to support sustainable organizational growth and high-quality care delivery.

The HR & People Operations Manager helps ensure the organization attracts, developes, and retains a high-performing workforce aligned with HHH's mission and operational goals.

Duties and Responsibilities – Employee Relations & Performance Management

Serve as a liaison with the PEO for HR-related questions and guidance and coordinate benefits of administration and employee communications.

Provide guidance to supervisors on employee relations, disciplinary processes, and performance management, including performance improvement plans, conflict resolution, and documentation of employee conduct or performance concerns.

Coordinate employee performance evaluation processes, including 90-day and annual evaluations, ensuring timely completion and appropriate documentation.

Support leadership in developing consistent performance management practices, including structured evaluation criteria and performance-based incentive or bonus eligibility frameworks.

Coordinate employee leave processes including FMLA, ADA accommodations, and other protected leave in coordination with the PEO and leadership.

Workforce Planning & Organizational Support

Support workforce planning and staffing strategies in collaboration with executive leadership and department heads.

Develop and maintain infrastructure for role levels and competency expectations across the organization, including professional development and career progression tracks (e.g., Medical Assistant I, II, III).

Develop and maintain a workforce planning calendar that includes scheduled review periods for title changes, promotions, and compensation adjustments.

Assist departments with role design, job description development, organizational structure planning, and alignment of staffing with grant requirements and program expansion.

Manage recruitment and hiring processes including reviewing job requisitions, posting positions, pre‑screening candidates, and coordinating interviews with hiring managers.

Employee Onboarding, Offboarding & Credentialing Coordination

Develop and maintain a mission‑aligned employee orientation program.

Conduct employee onboarding and offboarding processes.

Coordinate onboarding logistics including badges, keys, equipment, and system credentials.

Work with the Credentialing Specialist to capture documentation required for credentialing, privileging, and annual attestations.

Coordinate employee separations including voluntary resignations, terminations, and exit processes.

Employee Compliance Training & Workforce Development

Develop and manage employee compliance training programs, including development of training materials and maintenance of the organizational training repository.

Develop and monitor the staff training budget including continuing education and workforce development.

Assist leadership in developing and facilitating staff training initiatives including in‑person, virtual, and online programs.

Work with the Manager of Quality, Compliance, and Risk to ensure training documentation and completion tracking for compliance and audit purposes.

Policy Development & Management

Lead HR policy development and updates, including managing SweetProcess and coordinating policy reviews.

Work with department leaders to review and implement organizational policies aligned with employment laws and HR best practices.

Support policies that promote career development, equitable compensation practices, and workforce sustainability.

Compensation, Benefits & Payroll Coordination

Oversee payroll coordination to ensure employee hours, pay rates, and compensation data are accurate and properly approved.

Support leadership in workforce compensation planning, including compensation structures, role classifications, and salary review processes.

Track and administer approved bonus or incentive compensation programs and assist with development of performance‑based bonus frameworks.

Administer employee benefit programs in coordination with the PEO and serve as liaison with the benefit offerings of vendors and HR service providers.

Coordinate with Finance regarding payroll compliance, reporting, and leave tracking.

Risk Management & Compliance

Support HR compliance and risk management efforts, including monitoring employment regulations and workplace standards.

Oversee incident reporting processes involving staff including workplace injuries, safety concerns, and workplace hazards.

Ensure documentation aligns with organizational risk management and regulatory requirements.

Manage workers’ compensation processes and coordinate with leadership on HR‑related risk areas and policy enforcement.

Employee Experience

Collaborate with leadership and administrative staff to support employee engagement, workplace culture, and morale‑building initiatives aligned with HHH’s mission.

Support HHH Mission

Demonstrate commitment to HHH’s mission of promoting health, hope, and dignity for individuals experiencing homelessness.

Uphold trauma‑informed, culturally responsive, and patient‑centered principles in all interactions.

Contribute to a culture of collaboration, accountability, and innovation.

Minimum Qualifications

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field (or equivalent experience).

Five or more years of progressively responsible HR or People Operations experience.

Knowledge of employment laws including FLSA, FMLA, ADA, EEOC regulations, OSHA, and workplace safety requirements.

Experience coordinating payroll‑related processes, compensation administration, and employee benefits programs.

Strong interpersonal, organizational, and problem-solving skills.

Ability to manage confidential information with professionalism.

Proficiency in Microsoft Office and familiarity with HR systems.

Preferred Qualifications

Master’s degree in Human Resources, Organizational Development, Public Administration, or related fields.

Professional HR certification (SHRM‑CP, SHRM‑SCP, PHR, or SPHR).

Experience working in a Federally Qualified Health Center (FQHC), healthcare organization, or nonprofit environment.

Experience working with a Professional Employer Organization (PEO).

Experience supporting workforce planning, compensation structures, or career ladder development.

Experience developing staff training or workforce development programs.

Familiarity with grant‑funded environments and compliance expectations.

Experience supporting credentialing or compliance processes in healthcare environments.