Human Resources Manager

Human Resources Manager

At Pacific Health Group, we are transforming healthcare by addressing social determinants of health and delivering innovative, community-based solutions that improve lives. Through programs such as Enhanced Care Management (ECM), Community Supports, Behavioral Health Services, Community Health Workers, Street Medicine, and other whole-person care initiatives, we help individuals navigate complex healthcare systems and access the resources they need to thrive.

Our success is driven by passionate, mission-focused professionals who are committed to making a meaningful impact every day. As a rapidly growing healthcare organization, we foster a collaborative, innovative, and people-centered culture where employees are empowered to lead, grow, and contribute to lasting change in the communities we serve.

If you are a strategic HR leader who thrives in a fast-paced environment and is passionate about building exceptional teams, we invite you to join us.

Pacific Health Group is seeking an experienced Human Resources Manager to serve as the operational leader of the Human Resources department. Reporting directly to the Directors of Operations, this position is responsible for overseeing Human Resources operations, employee relations, compliance, workforce planning, talent management, payroll oversight, learning and development, organizational reporting, and strategic workforce initiatives across the organization.

The Human Resources Manager will provide leadership and oversight to a team consisting of Senior HR Generalists, HR Generalists, Talent Engagement Specialists, Learning & Development personnel, Payroll personnel, and Reception staff. This role requires a hands-on leader who can balance strategic planning with operational execution while building scalable Human Resources processes that support a rapidly growing healthcare organization.

The Human Resources Manager serves as a key organizational leader and is expected to function with a high degree of autonomy, sound judgment, accountability, and professionalism. This position requires proactive communication, independent decision-making, operational oversight, and the ability to identify and address workforce risks before they become operational challenges.

The Human Resources Manager will also represent Pacific Health Group within the community by developing and maintaining strategic relationships with community organizations, educational institutions, workforce development partners, healthcare organizations, and other stakeholders that support the organization's mission and growth objectives.

Essential Duties and Responsibilities include:

• Serve as the operational leader of the Human Resources department.
• Partner with the Directors of Operations and executive leadership team to align Human Resources strategies with organizational goals, workforce planning initiatives, and organizational growth strategies.
• Lead, mentor, coach, and develop Human Resources team members while fostering accountability, responsiveness, collaboration, and continuous improvement.
• Establish departmental goals, performance expectations, KPIs, and operational standards.
• Oversee recruitment, onboarding, retention, employee engagement, performance management, and employee lifecycle processes.
• Provide guidance and support regarding employee relations matters, workplace investigations, conflict resolution, corrective actions, and performance concerns.
• Ensure compliance with federal, state, local, and healthcare-specific employment laws and regulations.
• Develop, implement, and maintain Human Resources policies, procedures, and operational best practices.
• Serve as a trusted advisor to organizational leadership on workforce matters and employment-related risks.

Human Resources Operations Oversight includes:

• Oversee day-to-day Human Resources operations and ensure timely completion of all Human Resources functions.
• Coordinate employee relations activities, investigations, corrective actions, and performance management processes.
• Maintain centralized oversight of corrective action governance and documentation within Paycom.
• Conduct and coordinate manager and employee check-ins.
• Oversee benefits administration, open enrollment activities, qualifying life events, and employee benefit education.
• Coordinate workers' compensation claims, return-to-work programs, and carrier communications.
• Manage leave of absence administration, including FMLA, CFRA, ADA accommodations, Pregnancy Disability Leave, and interactive process requirements.
• Maintain oversight of Human Resources technology platforms, including Paycom, PerformYard, MedTrainer, Testlify, HRIS systems, and Applicant Tracking Systems.
• Monitor organizational compliance with policies, procedures, training requirements, and employment regulations.
• Conduct workforce planning activities, position control management, approved FTE tracking, and headcount reconciliation.
• Ensure operational continuity and effective Human Resources leadership during leadership absences and organizational transitions.

The Human Resources Manager is responsible for leadership, development, accountability, and operational oversight of:

• Senior HR Generalists
• HR Generalists
• Talent Engagement Specialists
• Learning & Development Specialist
• Payroll Personnel
• Reception Personnel

Responsibilities include:

• Establishing performance expectations, productivity standards, and service-level expectations.
• Monitoring individual and departmental KPIs.
• Conducting coaching, development, and performance discussions.
• Managing workload distribution and operational efficiency.
• Identifying performance concerns and implementing corrective action when necessary.
• Supporting professional growth and succession planning efforts.
• Driving accountability and continuous improvement across all Human Resources functions.

Learning & Development Oversight includes:

• Provide direct oversight and strategic direction to Learning & Development functions.
• Ensure onboarding, orientation, compliance training, leadership development, and employee development programs are effectively administered.
• Monitor training completion rates and regulatory compliance requirements.
• Partner with leadership to identify organizational development and training needs.
• Support succession planning and workforce development initiatives.
• Evaluate training effectiveness and recommend continuous improvements.

Payroll Oversight includes:

• Provide operational oversight of payroll processes to ensure accuracy, compliance, and timely payroll administration.
• Review payroll audits, reporting, wage and hour compliance, and payroll-related employee concerns.
• Collaborate with payroll personnel to identify risks and process improvement opportunities.
• Ensure accurate employee records and payroll-related documentation.
• Monitor payroll processes for compliance with organizational and regulatory requirements.

Community Engagement & Strategic Partnerships includes:

• Develop and maintain relationships with community organizations, workforce development agencies, educational institutions, healthcare organizations, and strategic partners.
• Represent Pacific Health Group at community events, networking opportunities, healthcare industry functions, conferences, and partnership meetings.
• Support organizational initiatives through community engagement and partnership development.
• Identify opportunities to strengthen Pacific Health Group's presence within the communities it serves.
• Collaborate with community partners to support volunteer initiatives, workforce development opportunities, educational partnerships, and community impact programs.
• Serve as an ambassador of Pacific Health Group's mission, values, and culture.
• Provide leadership with updates regarding partnership opportunities and community engagement activities.

Reporting & Workforce Analytics includes:

• Develop, maintain, and analyze Human Resources dashboards and workforce metrics.
• Monitor workforce trends and provide recommendations related to staffing, retention, compliance, employee relations, and operational risks.
• Identify and proactively communicate workforce risks, compliance concerns, and organizational challenges.
• Utilize workforce data and analytics to support strategic decision-making and organizational planning.
• Present workforce metrics and operational updates to leadership as requested.

Weekly HR Operations Dashboard includes:

• Active headcount versus approved FTEs
• Open positions and recruiting status
• Corrective action summary and status updates
• Leave of absence activity and accommodation tracking
• Workers' compensation claims and return-to-work updates
• MedTrainer compliance completion rates
• Payroll observations and identified risks
• Compliance concerns and recommended actions
• Employee relations trends
• Voluntary and involuntary turnover metrics
• Workforce planning updates and staffing recommendations

Reports must be delivered proactively without prompting and include meaningful analysis, risk identification, and recommended actions.

Daily HR KPI Management & Reporting includes:

• Establish, monitor, and manage daily KPI reporting for Human Resources personnel, Talent Engagement Specialists, Learning & Development, Payroll, and Reception staff.
• Review productivity metrics, service levels, compliance metrics, recruiting metrics, training metrics, and operational outcomes