Human Resources Manager

POSITION TITLE: Human Resources Manager LOCATION: Hybrid (Based anywhere in Michigan with travel throughout the state) STATUS: Full Time, Exempt

TRAVEL REQUIREMENT: 50%

WAGE: $100,000 per year BENEFITS: Medical, Dental, Vision, STD, LTD. Life & ADD, 403B, Flexible Spending Account, Generous Paid Time off Program and Free healthcare at our clinics for you and your immediate family! Planned Parenthood of Michigan has implemented a mandatory vaccination policy requiring COVID-19 vaccinations when eligible for all employees. Position Description Reporting to the Chief Experience Officer, the Human Resources Manager provides operational leadership for the Human Resources function. The Human Resources Manager is responsible for leading day-to-day HR operations while ensuring consistent, legally compliant, and employee-centered Human Resources practices across the affiliate. The Human Resources Manager supervises a regional team of Human Resources Generalists responsible for delivering frontline HR support to managers and employees throughout the organization. The position develops manager capability, oversees complex employee relations matters, leads labor relations correspondence and contract administration, ensures consistent application of employment policies and collective bargaining agreements, and partners closely with the Director of Transformation to improve workforce outcomes through data-informed reporting and supervision. This position is focused on tactical execution and operational excellence. Essential Functions Human Resources Leadership & Operations Supervises, coaches, develops, and evaluates direct reports through ongoing performance management, workload balancing, and professional development. Encourage collaboration, accountability, and high-quality customer service within the HR team. Implements service standards, operational priorities, and performance expectations for the HR team while promoting accountability, collaboration, and continuous improvement. Oversees regional HR service delivery, ensuring equitable support across all health centers, administrative departments, and remote employees. Provides consultation and coaching to leaders and manager regarding all employment matters. Supports the CXO to implement strategic people initiatives, organizational redesign efforts, workforce planning activities, and enterprise-wide HR programs. Manages HR billing reconciliations and first level approvals. Manages compliance and benefit audit requirements. Prepares the annual Open Enrollment Set-Up and rollout for Generalist implementation. Labor Relations & Employee Relations Partners with legal counsel and the Chief Experience Officer in contract administration, grievance preparation, arbitration support, mediation activities, and other labor relations proceedings. Oversees the administration and consistent interpretation of all collective bargaining agreements, ensuring organizational compliance while supporting positive labor-management relationships. Reviews and approves disciplinary actions to ensure consistency with just cause standards, contractual requirements, and organizational policy. Leads or oversees complex workplace investigations involving employee misconduct, discrimination, harassment, retaliation, ethics concerns, and policy violations, ensuring objective fact-finding and appropriate documentation. Serves as the escalation point for complex employee relations matters referred by Human Resources Generalists and Senior Human Resources Generalists. Monitors employee relations trends, grievances, investigations, corrective actions, turnover, and organizational climate indicators, recommending proactive interventions to reduce organizational risk and improve employee experience. Maintains accurate records of grievances, settlements, and correspondence. Leads labor-management committee meetings. Talent & Workforce Administration Oversees recruitment, onboarding, workforce administration, and employee lifecycle processes to ensure consistent, compliant, and positive employee experience. Reviews workforce planning recommendations, organizational changes, job descriptions, compensation requests, and staffing actions prior to executive approval. Oversees performance management processes, annual performance evaluations, performance improvement plans, and employee development planning across the organization. Ensures effective administration of leave programs, accommodations, unemployment claims, and employment documentation in compliance with applicable laws and organizational policies. Learning, Development & Employee Experience Oversees implementation of required training, learning administration, and workforce readiness activities Ensures organizational compliance with mandatory training requirements, accreditation standards, Learning Management System administration, and employee development processes. Oversees employee engagement initiatives, employee listening strategies, recognition programs, and action planning in partnership with the CXO and Director of Transformation. Reinforces PPMI's workplace values, CARE behaviors, and organizational expectations through manager coaching and operational leadership. Compliance & Analytics Ensure consistent application of federal, state, and local employment laws, collective bargaining agreements, organizational policies, and Human Resources best practices. Partners with the Director of Transformation to review workforce dashboards, labor relations metrics, turnover, vacancy rates, employee engagement results, and workforce analytics to ensure metric goals and standards are met. Monitors HR operational performance, identify opportunities to improve service delivery, reduce organizational risk, and strengthen compliance. Supports the Chief Experience Officer to implement strategic Human Resources priorities while serving as the operational leader responsible for execution. The above duties and responsibilities are not an exhaustive list of required responsibilities, duties, and skills. Other duties may be added, and this job description can be amended at any time. Qualifications and Experience Required Bachelor’s degree in human resource management or relevant field, a minimum of seven years of progressive HR experience and a minimum of three years of supervisory experience or any combination of education and experience as approved by the executive HR leader. Strong knowledge of federal and state employment law. Proven proficiency in tactical HR assignments with hands‑on execution of HR deliverables. Significant experience administering collective bargaining agreements in a unionized environment. Extensive experience conducting complex workplace investigations. Proficiency with Microsoft Office software and applicant tracking systems. Excellent written communication, facilitation, conflict resolution, and relationship‑building skills. Demonstrated ability to coach managers through complex employee relations issues. Demonstrated ability to maintain confidential information. Demonstrated ability to achieve objectives in collaboration with other functional areas. Demonstrated commitment to Planned Parenthood’s mission, vision, and values. Ability to: Work under pressure on multiple projects concurrently and meet deadlines in a fast‑paced work environment with frequent interruptions and changing priorities. Communicate effectively, both verbally and in writing. Work independently as well as collaboratively within a team environment. Handle stressful situations and provide a high level of customer service in a calm and professional manner. Establish and maintain effective working relationships. Preferred Non‑Profit Healthcare experience preferred. SPHR/PHR or SHRM‑SCP/SHRM‑CP certification. Union experience Multi‑site workforce Organizational restructuring Key Requirements Commitment to advancing race (+) equity in one's work: interest in expanding knowledge about the role that racial inequity plays in our society. Awareness of multiple group identities and their dynamics; brings a high level of self‑awareness about personal identity, empathy, and humility to interpersonal interactions. Demonstrated ability to communicate clearly and directly as well as hear and act on feedback related to identity and equity. Strong sense of accountability to diversity, equity and inclusion principles and practices. Understand the impact of identity dynamics on organizational culture. We value a truly diverse workforce and a culture of inclusivity and belonging. Our goal is to attract qualified candidates and encourage applications from all individuals without regard to race, color, religion, sex, national origin, age, disability, veteran status, marital status, sexual orientation, gender identity, or any other characteristic protected by applicable law. We're committed to creating a dynamic work environment that values diversity and inclusion, respect and integrity, customer focus, and innovation. #J-18808-Ljbffr Ppmi