Human Resources Manager

Position Summary The Human Resources Manager provides operational leadership of Behavioral Health Allies’ HR department, ensuring HR systems, compliance requirements, and workforce processes operate efficiently and consistently across the organization. This role is responsible for day‑to‑day HR operations, including regulatory compliance monitoring, HR process management, payroll review, benefits administration, employee relations support, workers’ compensation program coordination, leave administration oversight, onboarding compliance processes, and HRIS data integrity. The HR Manager ensures that HR policies, compliance timelines, and workforce programs are implemented consistently across all divisions. This role serves as the primary operational leader of HR functions, supporting supervisors and divisional leaders in addressing workforce issues, maintaining regulatory compliance, and ensuring accurate HR processes. Guided by Behavioral Health Allies’ Core Values—Empower Through Innovation, Integrity in Action, Advocate with Passion, Leaders in Learning, Compassionate Care Always, and Sustainable Growth, Lasting Impact—the HR Manager helps ensure the organization maintains a professional, compliant, and supportive workforce environment. This position requires strong leadership, exceptional organization, regulatory awareness, and the ability to manage multiple HR programs simultaneously. Key Responsibilities Implement and manage HR operational systems that support workforce stability and organizational effectiveness. Improve HR workflows, documentation systems, and compliance tracking tools. Optimize HRIS functionality to support accurate employee records and workforce reporting. Support HR Director in implementing HR strategies and workforce programs. Ensure compliance with federal, state, and local employment regulations, including wage and hour laws, FMLA, ADA, EEOC, OSHA, and workers’ compensation requirements. Monitor compliance timelines outlined in the organization’s Regulatory Filings Matrix. Ensure timely completion of EEOC filings, OSHA reporting, SAR documentation, and regulatory compliance tasks. Monitor background checks and regulatory action items, ensuring completion of required HR compliance activities. Maintain audit‑ready HR documentation and ensure regulatory requirements are met. Oversee HR compliance monitoring for employee records, training completion, and credential verification. Serve as a primary HR contact for supervisors and employees regarding workplace concerns, HR processes, and compliance questions. Support leadership with employee relations issues, conflict resolution, and disciplinary processes. Manage the organization’s employee grievance platform (Asana) to ensure timely response and documentation. Communicate expectations, HR policies, and compliance requirements to employees and supervisors. Monitor employee training compliance and ensure required training programs are completed within regulatory timelines. Audit training files and ensure documentation meets compliance requirements. Evaluate training effectiveness and identify workforce skill gaps. Collaborate with leadership to improve training and workforce development programs. Support employees through workers’ compensation claims, return‑to‑work programs, and workplace accommodations. Ensure employees are supported during injury recovery and return‑to‑work transitions. Promote fair treatment and professional HR practices across the organization. Monitor workforce metrics including compliance status, payroll accuracy, and HR program effectiveness. Develop operational HR systems that support organizational growth and scalability. Provide regular HR operational reports to leadership regarding workforce compliance and trends. Ensure HR compliance requirements outlined in the Regulatory Filings Matrix are completed on time. Track compliance with EEOC, OSHA, and other regulatory reporting requirements. Track and manage HR compliance documentation and audit readiness. Send monthly expiration reports to divisional leaders (training requirements, driver’s licenses, certifications, etc.). Manage employee recognition programs and engagement initiatives. Coordinate monthly employee communication updates regarding HR programs, policies, and announcements. Assist in the development and implementation of HR initiatives designed to improve workforce engagement and retention. Coordinate the organization’s annual open enrollment process. Reconcile monthly insurance invoices and benefits provider billing. Conduct monthly audits of 401(k) program documentation and compliance requirements. Review bi‑weekly payroll prior to processing, as needed. Audit payroll data for accuracy, compliance, and documentation integrity. Coordinate with finance and HRIS administrators to resolve payroll discrepancies. Follow up with employees who experience workplace injuries. Track workers’ compensation claims and injury trends. Partner with Risk Management to develop mitigation plans to reduce workplace injuries. Coordinate return‑to‑work and modified duty programs. Approve employee actions including status changes, promotions, and disciplinary documentation. Manage employee communications related to HR processes and expectations. Oversee the 2–3 step employment clearing process prior to onboarding and orientation. Communicate with new hires prior to orientation to ensure readiness and compliance. Supervise HR staff including HR Generalists, HR Coordinators, and HR support roles. Establish clear expectations and accountability for HR team performance. Provide coaching and guidance to HR team members to ensure consistent service delivery. Track workforce trends including workers’ compensation incidents, training compliance, and payroll accuracy. Provide operational HR reports to the HR Director and leadership team. Identify trends and recommend operational improvements to HR systems. Ensure adherence to HR compliance deadlines and regulatory timelines. Support HR Director with organizational initiatives and HR strategy implementation. Perform additional duties and special projects as assigned. Eligibility & Qualifications Education: Bachelor’s degree in Human Resources, Business Administration, or related field (preferred). Experience: 5+ years of HR experience, with at least 2 years in a supervisory or HR leadership role. Certification: HR certification (PHR, SHRM‑CP) preferred. Experience in regulated environments (healthcare, behavioral health, education, transportation, or human services) strongly preferred. Strong knowledge of employment laws and HR compliance requirements. Experience managing HR operational systems and programs. Strong leadership and team management skills. Advanced organizational and analytical abilities. Strong employee relations and conflict resolution skills. Experience managing HRIS systems (Paylocity preferred). Strong reporting and data analysis capabilities. Exceptional attention to compliance timelines and documentation. Ability to manage multiple priorities and deadlines. Strong organizational and time management skills. Advanced attention to detail. Professional presence and discretion. Strong Microsoft Office skills. Ability to work independently and collaboratively. Strong customer‑service orientation. Strong experience managing compliance‑driven HR environments. Experience overseeing FMLA, ADA, Workers’ Compensation, and leave administration programs. Excellent written and verbal communication skills. Ability to maintain confidentiality and handle sensitive matters with discretion. Job Requirements & Conditions Fitness for Duty / Medical Evaluation (Job-Related): BHA may require a job-related fitness‑for‑duty evaluation consistent with applicable law when there is a reasonable concern that an employee may be unable to safely perform the essential functions of the role (including driving, medication administration, crisis response, and continuous supervision), or as part of return‑to‑work clearance following certain leaves or incidents. Access to PHI: The employee may have access to Protected Health Information (PHI). Employees must always protect the confidentiality of all client information. This includes adhering to all BHA policies and all applicable state and federal regulations regarding Protected Health Information (PHI). Sharing, discussing, or disclosing PHI in any form—verbal, written, electronic, or visual—is strictly prohibited unless explicitly authorized and required for job duties. Equal Employment Opportunity Equal Opportunity is and shall be provided for all employees and applicants for employment based on their demonstrated ability and competence without unlawful discrimination based on their race, color, national origin, ancestry, religion, sex, pregnancy, sexual orientation, gender identity, gender expression, age, disability, protected veteran status, or any other status protected by applicable state or federal law. This policy shall not be interpreted so as to violate the legal rights of religious organizations or the recruiting rights of military organizations associated with the Armed Forces or the Department of Homeland Security of the United States of America. ADA Statement To perform this job successfully, an individual must be able to satisfactorily perform each essential job duty. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform essential job functions. Employment Disclaimer This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. #J-18808-Ljbffr Behavioral-Health-Allies