Now Hiring: HR Manager -Join a Growing, High-Impact Practice with Benefits Included!

Job Description

Job Description

Description:

About the Opportunity

The Los Angeles Center for Ear, Nose, Throat and Allergy is seeking an experienced, hands-on Human Resources Manager to lead HR operations for a growing healthcare organization with approximately 200 onsite employees, 150 virtual team members, and 18 clinic locations.

Reporting to the Senior Director of Operations / Chief Operating Officer, the HR Manager will serve as a trusted advisor to leadership and an accessible, dependable resource for employees. This position currently supervises two HR Clerks, with the opportunity to develop the team and help shape the future growth of the Human Resources department.

This is not a behind-the-scenes administrative role. The HR Manager will have a visible presence throughout the organization, working directly with managers and employees to strengthen recruiting, employee relations, performance management, compliance, leadership development, and the overall employee experience.

The ideal candidate is comfortable balancing strategy with hands-on execution. They can confidently navigate complex California employment matters, coach managers through difficult conversations, improve HR systems and processes, and build trusted relationships across onsite and virtual teams.

Position at a Glance

• Reports to: Senior Director of Operations
• Team leadership: Currently supervises two HR Clerks, with opportunities to grow the HR department
• Workforce supported: Approximately 200 onsite employees and 150 virtual team members
• Organizational reach: 18 clinic locations
• Work arrangement: Full-time, onsite leadership position, Monday through Friday
• Primary location: Greater Los Angeles Area; exact office location will be discussed during the interview process
• Travel: Approximately 20–40% local travel among clinic locations
• Primary HR system: Paylocity
• Operating environment: HRIS, payroll, EMR/EHR, and other healthcare-related systems

What You’ll Do Strategic Leadership and Management Partnership

• Partner with the Senior Director of Operations, executive leadership, and department leaders on staffing, employee relations, organizational changes, and workforce planning.
• Serve as a trusted HR advisor to managers and organizational leadership.
• Coach managers through employee performance concerns, corrective actions, conflict resolution, and employee development.
• Help leadership make thoughtful, consistent, well-documented, and compliant employment decisions.
• Participate in organizational planning, workforce development, and change-management initiatives.
• Promote a culture of professionalism, accountability, communication, employee engagement, and continuous improvement.

HR Team Leadership

• Supervise, coach, and develop two HR Clerks while creating opportunities for the department to grow alongside the organization.
• Establish clear responsibilities, workflows, service expectations, and accountability within the HR team.
• Monitor the quality, timeliness, and accuracy of HR work.
• Identify future HR staffing and resource needs based on organizational growth.
• Promote a responsive, professional, consistent, and employee-focused HR function.

Employee Relations

• Serve as the primary HR resource for employee questions, concerns, and workplace issues.
• Conduct timely, objective, thorough, and well-documented workplace investigations.
• Guide managers through performance concerns, disciplinary actions, conflict resolution, and other sensitive employee matters.
• Support the administration of performance improvement plans, coaching, corrective actions, accommodations, leaves, and separations.
• Maintain confidentiality and exercise sound judgment when handling sensitive employee information.
• Help ensure employees and managers receive clear, timely, and consistent communication from Human Resources.

Recruitment and Talent Acquisition

• Lead the full-cycle recruitment process, including sourcing, interviewing, selection, hiring, and onboarding.
• Partner with department leaders to identify staffing needs and anticipate future workforce requirements.
• Develop and implement effective recruitment strategies to attract qualified candidates.
• Improve the candidate experience and ensure consistent hiring practices across departments and locations.
• Monitor open positions, time-to-fill, hiring trends, turnover, and other recruitment metrics.
• Support workforce planning, retention, and succession-planning initiatives.

Performance Management and Employee Development

• Oversee the performance evaluation process and help ensure reviews are meaningful, consistent, and completed on time.
• Assist managers with performance improvement plans, coaching, corrective actions, and employee development.
• Help managers communicate expectations and performance concerns clearly and professionally.
• Support succession planning and the development of future leaders.
• Identify performance and training trends that may require broader organizational attention.

HR Compliance and Policy Administration

• Maintain compliance with applicable federal, California, and local employment laws and regulations.
• Maintain and update the employee handbook, HR policies, procedures, forms, and required workplace practices.
• Oversee compliance involving wage-and-hour requirements, employee records, leaves of absence, accommodations, workers’ compensation, unemployment claims, and related HR matters.
• Interpret and consistently administer company policies and procedures.
• Recommend policy and process updates to support organizational growth, compliance, and operational needs.
• Help ensure policies and employment practices are applied consistently across departments, clinic locations, and workforce groups.
• Maintain organized, accurate, confidential, and audit-ready employee records.

Training and Leadership Development

• Coordinate and facilitate new-hire orientation and onboarding programs.
• Develop and deliver compliance, leadership, and employee-development training.
• Train managers on interviewing, documentation, performance reviews, employee relations, investigations, timecard oversight, professional communication, and other essential management responsibilities.
• Provide ongoing coaching and resources to help managers become more confident and effective leaders.
• Identify training needs based on employee relations trends, compliance requirements, performance concerns, and organizational priorities.

Compensation, Benefits, and Payroll Partnership

• Support compensation planning, salary benchmarking, and market analysis.
• Oversee employee benefits administration and annual open enrollment.
• Partner with payroll to ensure employee changes are submitted and processed accurately and on time.
• Help resolve employee questions involving pay, benefits, deductions, and employment records.
• Support workers’ compensation, unemployment, leave, and related administrative processes.

HR Operations, Systems, and Reporting

• Oversee HRIS administration and maintain accurate employee information in Paylocity.
• Develop and improve HR processes to increase efficiency, consistency, and employee satisfaction.
• Prepare HR reports, metrics, and workforce analytics for organizational leadership.
• Use workforce data to identify trends involving attendance, turnover, staffing, performance, recruiting, and employee relations.
• Partner with payroll and operations to improve workflows and ensure accurate processing of employee information.
• Learn and navigate relevant EMR/EHR and healthcare systems when necessary to support investigations, workforce processes, and operational understanding.
• Maintain appropriate documentation and follow-through on HR matters.

Multi-Site and Virtual Workforce Support

• Provide consistent HR support across approximately 200 onsite employees, 150 virtual team members, and 18 clinic locations.
• Maintain a visible HR presence at clinic locations and develop trusted working relationships with employees and managers.
• Address the different communication, engagement, performance, and operational needs of onsite and virtual teams.
• Travel between clinic locations to support investigations, training, employee relations, manager coaching, and organizational initiatives as needed.
• Promote consistent HR practices across all locations and departments.

Additional Responsibilities

• Perform other duties and special projects as assigned.
• Adapt responsibilities as needed to support the continued growth and changing needs of the organization.

What Will Help You Succeed

• At least five years of progressive Human Resources experience.
• Strong working knowledge of California employment law and HR best practices.
• Experience managing employee relations matters and conducting workplace investigations.
• Experience coaching managers through performance concerns, corrective action, conflict resolution, and employee development.
• Ability to balance employee support with organizational accountability and consistent policy administration.
• Strong organizational, documentation, communication, and follow-through skills.
• Ability to exercise discretion, maintain confidentiality, and make sound decisions.
• Comfort working in a fast-paced, multi-location environment with competing priorities.
• Experience using HRIS and payroll systems.
• Ability to work effectively with onsite employees, virtual team members, managers, and senior leadership.

Requirements:

Preferred Qualifications

• Two or more years of HR leadership or management experience.
• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Healthcare or multi-site workforce experience.
• Experience with Paylocity.
• Experience supporting a combination of onsite and virtual team members.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Work Location and Travel

This is a full-time, onsite leadership position based in the Greater Los Angeles Area, Monday through Friday. The primary office location will be discussed during the interview process.

Approximately 20–40% local travel to clinic locations is required. Mileage and other authorized business travel expenses will be reimbursed in accordance with company policy and applicable law.

Physical Requirements

The physical requirements described below are representative of those required to perform the essential functions of this position. The employee may be required to:

• Sit for extended periods.
• Use hands and fingers for repetitive motions and computer work.
• Occasionally lift, push, or pull up to 20 pounds.
• Travel between clinic and office locations as required.
• Communicate effectively in person, by telephone, and through electronic systems.

Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.

Why Join Us?

• Meaningful organizational reach: Support approximately 350 onsite and virtual team members across 18 clinic locations.
• A true leadership opportunity: Advise senior leadership, guide managers, and lead an HR team with room to grow.
• Visible impact: Help improve the employee experience, strengthen management practices, and build greater consistency across the organization.
• Opportunities to build: Improve existing processes and help design the HR infrastructure needed for continued organizational growth.
• Variety and challenge: Gain broad exposure to recruiting, employee relations, compliance, investigations, training, benefits, performance management, and organizational development.
• Professional growth: Expand your HR leadership experience within a dynamic, multi-site healthcare environment.

Compensation and Benefits

The anticipated salary range for this position is $80,000–$140,000 annually , depending on experience, qualifications, and demonstrated expertise.

We offer a comprehensive benefits package designed to support employee health, financial wellness, and work-life balance, including:

• Medical, dental, and vision insurance
• 401(k) with employer match
• Paid time off
• Paid sick time
• Professional development opportunities
• Pet insurance
• Accident and critical illness coverage
• Additional voluntary benefits

If you are a thoughtful, solutions-oriented HR professional who can balance employee support, leadership partnership, compliance, and organizational accountability, we would love to hear from you.