Healthcare Human Resources Senior Manager

We are seeking a dynamic Healthcare Human Resources Senior Manager to join Facktor and serve as a strategic partner to our clients and internal Workforce team. This consultant position will cover a wide range of client human resources and organizational development needs including interim leadership, talent acquisition, staffing strategy, HR assessments, compensation analysis/benchmarking, leadership development, HRIS planning, implementation, and troubleshooting, and HR compliance, particularly for federally qualified health centers and organizations that support them. We're looking for an HR leader who is as comfortable in a strategy session with a health center CEO as they are digging into workforce data, troubleshooting HRIS, or coaching a frontline supervisor. Additionally, this role will support the growth of Workforce services through business development activities including representing the firm, preparing proposals, scoping new projects, and building relationships with current and future clients. WHO WE ARE Facktor is a fully remote healthcare consulting firm, but it rarely feels that way. We are deeply connected, highly collaborative, and united by a shared commitment to the community health center movement and the organizations delivering care to those who need it most. Our work is fast-paced and dynamic, with each day bringing new challenges, perspectives, and opportunities to make meaningful impact. You’ll work shoulder-to-shoulder with colleagues across divisions, gaining exposure to all aspects of healthcare consulting—from strategy, finance, and operations to quality improvement, clinical optimization, business intelligence, and beyond. Cross-divisional collaboration isn’t just encouraged, it’s core to how we work. We infuse fun into what we do, celebrate wins along the way, and support one another as we grow, both professionally and personally. This is an environment for people who thrive in a fast-paced consulting setting, enjoy solving complex problems, and are energized by learning something new every day, while being supported by a team that truly cares. RESPONSIBILITIES Client Engagement Serve as interim HR leadership for client health centers. Lead comprehensive HR organizational assessments to identify gaps, risks, and opportunities across people operations, technology, compliance, and culture. In collaboration with the clients, develop and execute HR strategies and initiatives aligned with their mission and goals. In collaboration with client executive leadership, shape long-term organizational vision and people strategy. Manage the development and ongoing improvement of HR policies, employee handbook updates, and organizational HR practices to ensure consistency, compliance, and alignment with clients’ mission and values. Make updates to policies, circulate education and communication, and verify with employment counsel as needed. Navigate complex employee relations matters, including counseling, performance management, and disciplinary processes requiring both legal rigor and human judgment. Design compensation, benefits, and incentive programs for clients. Including review of client employee benefits programs to ensure they remain competitive and aligned with organizational goals. Bring clients into compliance with all employment laws, HR regulatory requirements, and accreditation standards. Manage HRIS lifecycle including: scope, plan, and implement HRIS transitions for clients; oversee HRIS operations and data integrity, making changes as necessary. Guide the client HR teams in execution of day-to-day operations and strategic initiatives. Build trust, manage client expectations, and successfully navigate complex conversations with health center leadership. Internal Practice & Team Leadership Provide ongoing mentorship to the workforce team to ensure high performance and professional growth. In partnership with the Director of Workforce, create a high-trust environment that promotes innovation and accountability within the Workforce team. Actively contribute to business development by identifying expansion opportunities within existing and new client relationships and supporting proposal development. As a Senior Manager, the following are essential to meeting expectations: Autonomy: Has broad responsibilities for client projects, able to serve as a project lead, identifies areas for process improvement and oversight for a specific function or functions. Decision Making: Makes independent decisions in areas of expertise with clients. Decision-making responsibility with respect to direct reports, assignment of projects, and determination of roles in projects, in collaboration with their respective supervisor. Project Management: Serves as project lead in smaller to medium-sized projects, with guidance. Leadership: Leads and supervises teams, with guidance from their supervisor, while providing professional mentorship and guidance. Thinks creatively about strategy and problem-solving for clients and the firm. Business Development: Networks, identifies, establishes, and maintains clients; pitches consulting services in their domain. Judgement: Uses excellent independent judgment when making decisions, planning projects, and supervising staff. Seeks consultation when appropriate. Effectively uses change management practices to bring leadership and staff along with new ideas or decisions. Expertise: Strong domain expertise and seen as a subject matter expert; ability to see how their areas of expertise integrate with other divisions; looks for opportunities across the firm to utilize SMEs. Client Relations: Establishes and maintains client relationships in good standing. Has the trust and respect of clients. WHAT WE LOOK FOR Formal education (Master’s preferred) in HR, business, or a related field is a plus, and we recognize that deep expertise in this work is built in many ways. Equivalent professional experience, community-based work, or demonstrated mastery of HR practice will be considered in lieu of a degree. 5-7 years of progressive HR leadership experience, including strategic and talent management. Healthcare experience required; community health center experience preferred. Knowledge of California employment law is strongly preferred. SHRM-CP, SHRM-SCP preferred. Working knowledge of HRIS and Talent Management systems, including but not limited to Paylocity, Paycom, UKG, and ADP. Strong analytical skills with proficiency in data analysis and interpretation. Excellent communication and presentation skills, with the ability to influence and advise senior healthcare executives. Demonstrated leadership capabilities and experience managing cross-functional teams. Proven problem-solving skills, independent decision-making, and ability to navigate ambiguity. Flexibility to work EST, CST and PST to support a nationally distributed client base. Comfortable with a fast-paced, high-output workload in a growing consulting environment. Ability to work an average of 48 hours a week. Ability to build trusted relationships with clients and colleagues. Mission driven, motivated by working with non-profits who deliver high quality care. OUR CORE VALUES Better Than Yesterday: We embody a commitment to continuous improvement. "Better Than Yesterday" is our shared philosophy.We strive to elevate ourselves, enhance the experiences of our clients, and contribute positively to our community and team. Each day is an opportunity for progress, and our work reflects a relentless pursuit of excellence. Shoulder to Shoulder: We stand side by side, working towards common goals, and solving problems collectively."Shoulder to Shoulder" encapsulates our collaborative spirit.Your success is our success, and we support you, not only in triumphs but also during challenges, meeting you where you are with understanding and solidarity. With Heart: We don’t just perform tasks; we make a meaningful difference "With Heart." While we strive for innovative solutions and drive toward quality results, we lead by caring for our fellow team members, our clients, and our community. LOCATION Facktor supports a remote office environment. The Senior Manager will be required to travel to client locations as needed. SCHEDULE Full-Time SALARY RANGE $130,000-$170,000 BENEFITS At Facktor, we believe in supporting our employees both inside and outside of work. Our benefits are designed to promote health, financial security, and work-life balance. Paid Time Off & Holidays: 10 Paid Holidays and generous PTO accrual; Summer Fridays: Friday afternoons off between Independence Day and Labor Day; Winter Soft Close: Facktor unofficially closes between Christmas Day and New Year’s Day Insurance Coverage: 100% of medical, dental, and vision insurance premiums covered for full-time employees Fitness Benefit: $500 annual reimbursement per calendar year Retirement: 401(k) Plan – Facktor contributes 3% of your annual earnings each year, regardless of employee contribution Bonuses (Discretionary): End of Year Bonus; Performance Based GEM (Go the Extra Mile) Bonus Sabbatical: After 5 years of full-time employment, employees are eligible for a 4-week paid sabbatical EQUAL EMPLOYMENT OPPORTUNITY STATEMENT Facktor provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state, and local laws. Facktor complies with applicable state and local laws governing non-discrimination in employment in every location in which the organization has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. #J-18808-Ljbffr