Human Resources Manager/Director

Job Description

Job Description

BRIGHTER, STRONGER FOUNDATION

Location: Corporate Office in Abingdon, MD, with travel to the Essex Location

Department / Program: Administration /  People and Culture

Reports To: Executive Director of People and Culture

Supervises: As assigned

Employment Status: Full-time

Salary Range: $80,000 - $110,000 per year (range varies for each role)

FLSA Classification: Exempt

Location: BSF Office /  Assigned Program / Community Locations

Work Arrangement: Hybrid after initial training period assessed

Travel Required: As required by assigned program and position (Abingdon. MD and Essex, MD)

Position Summary

Under the general supervision of the Director, People and Culture, the People and Culture (P&C) Partner provides professional, responsive, and solutions-oriented human resources support to assigned BSF departments and programs. The position supports the employee lifecycle, including recruitment and selection, onboarding, employee engagement, benefits administration, leave administration, employee relations, performance management, training, records, and HR operations. The P&C Partner promotes consistent application of BSF policies and supports compliance with applicable federal, Maryland, local, contractual, accreditation, and program requirements.

Essential Functions and Responsibilities

· Provide day-to-day People and Culture support to assigned departments, managers, and employees within delegated authority.

· Support full-cycle recruitment, including sourcing, application review, screening, interview coordination, selection support, employment offers, onboarding, and follow-up.

· Coordinate background checks, required employment screening, and documentation in accordance with BSF policy and applicable requirements.

· Serve as a primary point of contact for employees regarding benefits eligibility, enrollment, qualifying life events, coverage questions, and changes.

· Coordinate open enrollment and communicate benefits information; liaise with brokers, carriers, and third-party administrators to resolve employee issues and billing discrepancies.

· Support benefits and employment-law compliance, including COBRA, HIPAA, ERISA, ACA reporting, and other applicable requirements within the scope of the role.

· Initiate and support the performance review process and assist managers with coaching, corrective action, performance improvement plans, and employee development.

· Champion a positive, inclusive, respectful, and participant-centered workplace consistent with BSF's mission and values.

· Receive, assess, document, and appropriately escalate employee concerns, complaints, workplace conflicts, and potential risk matters.

· Assist with employee-relations investigations, documentation, fact gathering, and implementation of approved organizational decisions.

· Advise managers regarding leave of absence, sickness, FMLA, workers' compensation, and other protected-leave matters, escalating complex or high-risk matters to the Director, People and Culture.

· Serve as a primary HR contact for workers' compensation injuries and coordinate appropriate documentation and follow-up.

· Maintain accurate, timely, confidential, and retrievable personnel and HR records, including required employment, qualification, training, performance, and disciplinary documentation.

· Prepare HR metrics, reports, and documentation for leadership and authorized internal or external reviewers.

· Assist with job-description development, policy and procedure development, SOPs, training, and HR or organizational projects.

· Participate in CARF accreditation activities, quality-improvement initiatives, audits, corrective actions, and survey preparation as assigned.

· Support organizational readiness for applicable COMAR requirements involving personnel records, job descriptions, qualifications, training, competency, confidentiality, documentation, and compliance.

· Use approved BSF HRIS, LMS, payroll/timekeeping, benefits, recruitment, and other systems accurately and securely.

· Comply with BSF policies, procedures, confidentiality requirements, applicable laws and regulations, and delegated authority.

· Perform other related duties as assigned to meet organizational and program needs.

People and Culture Compliance and Quality Responsibilities

· Perform duties only within the scope of assigned authority, training, competency, and applicable professional requirements.

· Maintain current knowledge of applicable federal, Maryland, and local employment requirements and BSF policies and procedures.

· Maintain confidential personnel and employee-relations information and limit access to legitimate business needs.

· Protect participant, employee, clinical, financial, and organizational information when HR duties involve access to protected information; comply with applicable privacy requirements, including HIPAA and 42 CFR Part 2 when applicable.

· Ensure personnel records and HR documentation are accurate, timely, complete, and retrievable and support authorized review.

· Support maintenance of required education, employment history, background-check, qualification, training, competency, timekeeping, performance, and disciplinary documentation, as applicable to the position.

· Promptly escalate suspected abuse or neglect, serious safety concerns, privacy breaches, fraud concerns, significant policy violations, credential issues, or regulatory noncompliance when identified through HR activities.

· Support CARF and COMAR readiness by identifying documentation gaps, recurring compliance issues, and process deficiencies and communicating recommendations to leadership.

Knowledge, Skills, and Abilities

· Ability to understand and support BSF's mission, values, participant-centered approach, and service environment.

· Knowledge of fundamental HR practices, employee relations, recruitment, benefits, leave administration, performance management, and employment compliance.

· Working knowledge of applicable federal and Maryland employment requirements and BSF policies and procedures.

· Working knowledge of CARF quality, documentation, personnel, training, confidentiality, risk-management, and continuous-improvement expectations relevant to HR responsibilities.

· Understanding of applicable COMAR personnel, qualification, training, competency, documentation, and confidentiality requirements relevant to BSF's programs.

· Excellent written and verbal communication skills with tact, professionalism, discretion, and sound judgment.

· Strong interpersonal skills and ability to work effectively with employees, managers, leadership, participants, families, and community partners when appropriate.

· Ability to assess employee concerns, identify potential risk, resolve routine matters, and recognize matters requiring escalation.

· Strong organization, problem-solving, documentation, and attention-to-detail skills.

· Ability to manage competing priorities and meet deadlines.

· Proficiency with Microsoft Office and ability to learn and use HRIS, LMS, payroll/timekeeping, benefits, and other electronic systems.

· Flexible, collaborative, self-motivated, and results-oriented work ethic.

Core Competencies

· Integrity and Confidentiality

· Employee-Centered and Mission-Aligned Practice

· Regulatory and Policy Compliance

· Communication

· Documentation and Attention to Detail

· Accountability

· Teamwork and Collaboration

· Problem Solving

· Risk Awareness and Escalation

· Professional Boundaries

· Cultural Responsiveness

· Continuous Improvement

Working Conditions

Work is primarily performed in a professional office environment and may also occur at BSF program or community locations as needed. The position may require extended computer use, frequent communication with employees and managers, occasional travel between BSF locations, and participation in meetings, training, audits, accreditation activities, or investigations. The employee may encounter confidential, sensitive, or high-risk employee-relations matters and must follow BSF confidentiality, safety, and escalation procedures.

Physical and Functional Requirements

The employee must be able to perform the essential functions of the position with or without reasonable accommodation. Functions may include prolonged sitting or standing, computer and mobile-device use, reading and writing, verbal communication, movement throughout office or program environments, and occasional travel between locations.

Minimum Qualifications

· Bachelors in human resources, business administration, organizational development, or a related field preferred; equivalent relevant HR experience may be considered consistent with BSF requirements.

· Professional experience in human resources, employee relations, recruiting, benefits administration, or a related HR function, preferably in a healthcare, behavioral-health, nonprofit, or similarly regulated environment.

· Working knowledge of fundamental HR practices and applicable employment requirements.

· Demonstrated ability to maintain confidential records, communicate professionally, document employee matters, and meet deadlines.

· Ability to complete BSF-required orientation, training, competency, background screening, and other employment requirements.

Personnel / Training / Documentation Requirements

BSF shall maintain personnel documentation appropriate to the position. The employee is responsible for timely submission and maintenance of required employment and training documentation.

· Identifying information and employment records as required by BSF.

· Education, training, and employment history relevant to the position.

· Required criminal background and other screening documentation, as applicable.

· Current job description and acknowledgment.

· Required orientation, annual, privacy/confidentiality, safety, compliance, and role-specific training documentation.

· Timekeeping and attendance records, as applicable.

· Performance, corrective-action, and disciplinary documentation when applicable and maintained by authorized personnel.

Performance Measures / Key Performance Indicators

HR Service Quality - Assigned HR matters are handled accurately, professionally, timely, and consistent with BSF standards.

Documentation - Personnel and HR records are complete, accurate, timely, confidential, and retrievable.

Recruitment & Onboarding - Recruitment and onboarding activities are completed within established workflows and     requirements.

Benefits  & Leave Administration - Employee inquiries and transactions are processed accurately and escalated appropriately.

Training & Compliance - Required HR and role-specific training and compliance activities are completed by established deadlines.

Employee Relations - Concerns are assessed, documented, resolved, or escalated appropriately.

CARF  / COMAR Readiness - Personnel  practices and records support regulatory and accreditation review.

Professional Conduct - Demonstrates integrity, discretion, respect, accountability, collaboration, and responsiveness.

Authority and Decision-Making

The employee is authorized to perform routine People and Culture duties within established BSF policies, delegated authority, training, and applicable law. Matters involving participant or employee safety, suspected abuse or neglect, serious incidents, legal or regulatory concerns, privacy breaches, significant employee-relations risk, fraud concerns, expired or missing credentials, or significant policy violations must be promptly escalated. The employee may not independently change organizational policy, make commitments beyond delegated authority, determine legal conclusions, or make final employment decisions reserved for leadership.

Equal Employment Opportunity

Brighter, Stronger Foundation is an equal opportunity employer and is committed to providing equal employment opportunities to qualified individuals in accordance with applicable federal, state, and local laws.

Disclaimer

This job description describes the general nature and level of work assigned to the position and is not exhaustive. BSF may modify duties, qualifications, reporting relationships, working conditions, and performance expectations based on organizational needs, applicable law, COMAR requirements, accreditation standards, payer or contract requirements, and operational priorities. Position-specific minimum qualifications must be verified against the final applicable COMAR program requirements and BSF policies before recruitment or appointment.