Human Resources Manager

Job Description

Job Description

Description:

About Fusion Therapy Center

Fusion Therapy Center is a growing therapy company serving children and adults through speech therapy, occupational therapy, and physical therapy. We are passionate about providing excellent care to our patients while building a strong, professional, and mission-aligned team.

We are looking for a Human Resources Manager who is steady, organized, detail-oriented, professional, and motivated by people, culture, systems, and accountability. This person will lead our HR function and help ensure our company is well-staffed, compliant, organized, and supported.

Pay & Bonus Opportunity
This is a full-time HR Manager position with a base salary of $52,000 - $58,000, with the opportunity to earn a quarterly performance-based bonus. Compensation will be based on experience, qualifications, leadership ability, HR management experience, and overall fit for the role.

The HR Manager leads the Human Resources department at Fusion Therapy Center. This role is responsible for supervising HR staff, overseeing hiring systems, supporting recruiting strategy, strengthening employee retention, managing employee relations, overseeing onboarding, maintaining HR documentation standards, and ensuring licenses, credentials, benefits, compliance items, and employee records are tracked accurately.

This is a leadership role, not just an administrative HR position. The HR Manager helps protect the company’s people, culture, standards, and employment systems. The right person will be proactive and willing to solve problems while also staying aligned with ownership and senior leadership before making major personnel decisions or changing company systems.

The HR Manager must be able to support both the company and staff with professionalism, neutrality, confidentiality, and good judgment.

Key Responsibilities

HR Department Leadership

• Supervise HR Generalists and assigned HR administrative staff.
• Ensure HR staff understand their duties, priorities, deadlines, and expected outcomes.
• Hold HR staff accountable for timely completion of hiring, onboarding, credentialing, benefits, documentation, and compliance-related tasks.
• Review HR workflows and identify bottlenecks, dropped tasks, recurring errors, or system issues.
• Train, guide, and correct HR staff as needed.
• Ensure HR work is handled professionally, confidentially, consistently, and accurately.
• Improve HR systems to make workflows more organized, efficient, and reliable.
• Report HR department status, barriers, risks, and recommendations to leadership.

Hiring Strategy and Recruiting Oversight

• Work with ownership and managers to identify current and upcoming staffing needs.
• Ensure each open position has an active hiring plan.
• Supervise hiring-related actions, including job postings, applicant follow-up, screening, interview scheduling, and pipeline tracking.
• Review applicant flow, interview progress, open position status, and hiring results.
• Collaborate with marketing on employment branding, recruiting campaigns, job postings, social media hiring content, and candidate attraction strategies.
• Ensure job postings accurately represent the company, the role, and the type of candidate needed.
• Help managers identify candidates who are both technically qualified and culture-aligned.
• Monitor hiring statistics and adjust actions when hiring is not producing results.
• Keep leadership informed of hiring barriers and proposed solutions.

Employee Retention and Culture Support

• Collaborate with managers to identify retention risks, staff morale concerns, and culture issues.
• Help managers address staff concerns before they become larger problems.
• Look for patterns in turnover, dissatisfaction, complaints, or low morale.
• Support staff recognition, engagement, and culture-building efforts.
• Help managers improve communication with their teams.
• Ensure employees feel heard while maintaining proper boundaries and neutrality.
• Promote professionalism, accountability, teamwork, and alignment with company values.
• Help protect the company culture by preventing gossip, favoritism, divided loyalties, or unclear communication channels.

Employee Relations

• Receive, document, and help address employee concerns appropriately.
• Gather facts before making recommendations.
• Remain neutral and avoid emotional involvement, favoritism, or bias.
• Support managers with difficult conversations, corrective actions, documentation, and employee communication.
• Help resolve staff conflicts through proper communication and leadership channels.
• Escalate serious employee concerns to ownership or senior leadership.
• Maintain accurate and confidential records of employee relations matters.
• Help prevent triangulation, gossip, or inappropriate staff influence.
• Support both the employee and the company without taking sides.

Onboarding Oversight

• Oversee completion of new hire paperwork and onboarding checklists.
• Ensure background checks, documents, required trainings, employment forms, and system setup steps are completed accurately and on time.
• Ensure new employees receive necessary policies, expectations, and onboarding information.
• Coordinate with managers to ensure role-specific onboarding is occurring.
• Monitor early employment concerns and communicate them to the appropriate manager.
• Review and improve onboarding systems as needed.
• Ensure onboarding is welcoming, professional, complete, and organized.

Benefits Oversight

• Oversee HR staff responsible for benefits coordination.
• Ensure eligible employees are informed of benefit options according to company policy.
• Ensure benefits enrollment, changes, and terminations are handled accurately.
• Maintain benefits documentation and records.
• Communicate benefits-related questions or issues to the appropriate party.
• Identify recurring benefits confusion and improve communication or systems as needed.

Credentialing, Licensure, and Compliance Tracking

• Oversee credentialing and compliance tracking for applicable employees.
• Ensure employee licenses, certifications, background checks, credentials, and required documents are tracked and current.
• Monitor upcoming expiration dates and renewal deadlines.
• Ensure managers are informed when a staff member is missing a required license, credential, certification, or document.
• Maintain organized records of credentialing and compliance items.
• Ensure employees are not allowed to work outside company or regulatory requirements.
• Create systems to prevent expired or missing credentials.
• Escalate credentialing or compliance risks to leadership promptly.

HR Records and Documentation

• Maintain standards for employee files and HR documentation.
• Ensure HR documents are stored securely and correctly.
• Review personnel documentation for completeness and accuracy.
• Prepare or oversee employment letters, contracts, addendums, corrective action forms, HR forms, and employee communications.
• Ensure title changes, pay changes, employment status changes, and disciplinary actions are documented appropriately.
• Protect confidentiality of personnel records.
• Correct documentation gaps or errors.

Policy Support and Enforcement

• Help maintain and update employee handbooks, job descriptions, policies, and HR forms as directed.
• Communicate policies clearly to staff and managers.
• Support managers in applying policies consistently.
• Identify policy gaps or areas of confusion.
• Recommend policy updates to leadership.
• Ensure policy enforcement is documented and professional.
• Avoid personal interpretation of policy outside leadership direction.
• Support leadership decisions and company standards.

Manager Collaboration

• Meet with managers as needed to review staffing needs, retention concerns, and employee issues.
• Help managers identify personnel patterns or problems.
• Support managers with documentation and employee communication.
• Help managers use HR systems properly.
• Coordinate with marketing on hiring-related promotional needs.
• Support managers without taking over their responsibility for leading their teams.
• Communicate relevant manager concerns to senior leadership when appropriate.

Who We Are Looking For

The ideal candidate is:

• Professional in communication, appearance, judgment, and conduct.
• Conservative and appropriate in workplace behavior.
• Highly confidential and trustworthy.
• Detail-oriented and systematic.
• Emotionally steady and not reactive.
• Neutral and fair when handling staff concerns.
• Able to support employees without becoming biased or overly involved.
• Loyal to the company’s mission, policies, leadership structure, and ownership direction.
• Able to take initiative without operating independently from leadership.
• Comfortable enforcing standards and policies.
• Organized and able to manage multiple moving parts.
• A clear communicator.
• A steady leader who does not create gossip, confusion, drama, favoritism, or divided loyalties.
• Willing to collaborate with managers while maintaining proper HR boundaries.

What Success Looks Like

An HR Manager is successful at Fusion when:

• HR systems are organized and reliable.
• HR staff are productive, trained, supervised, and accountable.
• Open positions are actively worked with effective hiring actions in progress.
• Hiring strategy is coordinated with leadership, managers, and marketing.
• New hires are onboarded fully, accurately, and on time.
• Employee files, documents, benefits records, licenses, credentials, and compliance items are complete and up to date.
• Managers are supported in employee retention, communication, documentation, and personnel issues.
• Staff concerns are handled professionally, neutrally, and confidentially.
• Company policies are upheld consistently and fairly.
• Personnel risks, culture issues, and compliance concerns are identified and escalated appropriately.
• The workplace culture is strengthened through professionalism, communication, accountability, and care.

Authority and Boundaries

The HR Manager supervises assigned HR staff, coordinates hiring actions, supports managers, receives and documents employee concerns, recommends solutions, and improves HR systems with leadership approval.

The HR Manager does not independently finalize decisions involving termination, compensation changes, promotions, demotions, major disciplinary action, benefit changes, employment term changes, new policies, or other major personnel decisions without approval from ownership or designated senior leadership.

Schedule

This is a full-time position. Standard work schedule and hours will be discussed during the interview process.

Why Join Fusion Therapy Center?

At Fusion, HR is a key leadership support function. This role has the opportunity to help build strong systems, support a growing team, strengthen culture, improve hiring, and help managers and staff succeed. We are looking for someone who wants to lead with professionalism, accountability, and care while helping protect the mission and standards of the company.

Required Qualifications:

• Prior Human Resources experience required.
• Prior experience supervising or leading others preferred.
• Strong organizational and follow-through skills.
• Strong written and verbal communication skills.
• Ability to maintain confidentiality with sensitive employee and company information.
• Ability to manage multiple priorities, deadlines, and systems.
• Ability to handle employee concerns professionally and neutrally.
• Ability to support managers with documentation, employee communication, and policy application.
• Comfortable using HR systems, spreadsheets, email, shared drives, and tracking tools.
• Ability to work closely with ownership and senior leadership.
• Ability to receive direction, communicate concerns, and bring recommendations appropriately.

Preferred Qualifications

• Experience in healthcare, therapy, pediatric, outpatient, medical office, or similar setting.
• Experience with hiring, recruiting, onboarding, benefits, employee relations, compliance tracking, or credentialing.
• Experience supervising HR Generalists or administrative HR staff.
• Experience with employment documentation, employee files, and HR compliance.
• Familiarity with Paylocity or similar HR/payroll systems.
• Experience collaborating with marketing or leadership on recruiting strategy.

Key Strengths Needed for This Role

• Leadership
• Confidentiality
• Professional judgment
• Emotional steadiness
• Organization
• Detail orientation
• Follow-through
• Accountability
• Neutrality
• Communication
• Initiative
• Culture awareness
• Loyalty to company mission and leadership structure
• Ability to enforce standards fairly