Human Resources Manager

Job Description

Job Description

Who We Are

We are a company built upon a common belief that senior living communities can and should be places of vibrancy and life. We honor, recognize, and empower the extraordinary team members on this journey with us knowing we are making the world of elderhood better together. Our individual differences, life experiences, knowledge, unique capabilities, and talent are significant to our culture, resident experience, and achievements!

What We Offer

• Benefits for all team members, regardless of employment status :
  • Accrue vacation and sick time starting your first day!
  • 401(k) retirement savings plan after 90 days, with employer match after one year.
  • Financial wellness education program.
  • Wellness and Fitness Resources with savings discounts.
  • Early access pay options
  • Career growth through ongoing training programs and mentorship opportunities.
• Additional benefits for full-time team members
  • Medical, Dental, Vision, and Voluntary Benefit options
  • Employee and Family Assistance Program to support your emotional wellness.
  • Education reimbursement program.

If you are guided by goodness, loyalty, faith, and fun and think you would be a good fit for our organization, we would love to talk with you! With a resume or an application, you are one step closer to this exciting opportunity!

Position Overview

Guided by goodness, loyalty, faith, and fun, the HR Manager serves as a key Human Resources partner to community and organizational leaders, providing hands-on support across employee relations, leave administration, workers’ compensation, compliance, and other HR programs. This position independently manages routine employee relations matters while promoting consistent, fair, and compliant HR practices across the organization.

Reporting to the Vice President of Human Resources, the HR Manager helps strengthen HR’s ability to provide timely and proactive support to leaders and team members. The role requires strong judgment, practical knowledge of employment practices, effective follow-through, and the ability to recognize when matters require additional review or escalation.

Position Overview

Guided by goodness, loyalty, faith, and fun, the HR Manager serves as a key Human Resources partner to community and organizational leaders, providing hands-on support across employee relations, leave administration, workers’ compensation, compliance, and other HR programs. This position independently manages routine employee relations matters while promoting consistent, fair, and compliant HR practices across the organization.

Reporting to the Vice President of Human Resources, the HR Manager helps strengthen HR’s ability to provide timely and proactive support to leaders and team members. The role requires strong judgment, practical knowledge of employment practices, effective follow-through, and the ability to recognize when matters require additional review or escalation.

Supervisor Responsibilities

• This position does not currently have direct supervisory responsibility but provides functional guidance, coaching, and HR support to leaders throughout the organization. Direct supervisory responsibilities may be assigned based on organizational needs.

Essential Job Functions

Employee Relations & Leader Support

• Serve as a primary HR resource for community leaders regarding day-to-day employee relations matters.
• Conduct workplace investigations involving employee complaints, policy concerns, workplace conduct, attendance, performance, and other employee relations issues.
• Provide guidance to Executive Director, Regional Directors of Operations and other leaders regarding performance management, coaching, corrective action, and terminations.
• Review corrective actions and termination recommendations for consistency, appropriate documentation, and alignment with company practices and applicable employment requirements.
• Coach Executive Director, Regional Directors of Operations and other leaders on effectively addressing employee concerns, strengthening accountability, and resolving issues early whenever possible.
• Interpret company policies and provide practical guidance regarding their consistent application.
• Identify trends or recurring employee relations concerns and partner with the Vice President of Human Resources on proactive solutions.
• Maintain appropriate documentation and confidentiality related to employee relations matters.
• Escalate complex, high-risk, sensitive, executive-level, or legally significant employee relations matters to the Vice President of Human Resources.

Leave of Absence & Accommodation Administration

• Administer employee leaves of absence and coordinate applicable federal, state, and company leave programs.
• Communicate leave requirements, responsibilities, documentation needs, and next steps to team members and leaders.
• Maintain accurate leave documentation and track applicable deadlines, certifications, and return-to-work information.
• Support in coordination of benefit-related requirements associated with leaves of absence and partner with Payroll and benefits resources as needed.
• Support the interactive process and workplace accommodation administration in partnership with the Vice President of Human Resources when appropriate.
• Monitor changes in leave requirements and assist with maintaining compliant processes across multiple states.

Workers’ Compensation

• Oversee day-to-day workers’ compensation administration and serve as an HR resource for community leaders throughout the claim process.
• Coordinate claims and communication with applicable workers’ compensation carriers and state programs, including SAIF, BHHC, and Washington workers’ compensation resources.
• Monitor open claims, work status, restrictions, documentation, and return-to-work needs.
• Partner with Executive Director, Regional Directors of Operations and other leaders regarding transitional or modified-duty opportunities and safe return-to-work planning.
• Maintain appropriate workers’ compensation records and ensure timely follow-up with leaders, team members, carriers, and other partners.
• Identify claim trends and opportunities to improve processes, reduce risk, and support workplace safety.

Compliance & HR Administration

• Oversee I-9 compliance and administration, including monitoring completion, corrections, reverifications, and internal auditing.
• Support administration of employment eligibility and related compliance processes, including applicable I-9 and WOTC systems and programs.
• Conduct periodic HR compliance audits and identify opportunities for corrective action or process improvement.
• Assist with maintaining compliant and consistent HR practices across multiple states.
• Support development, implementation, and communication of HR policies, procedures, forms, and resources.
• Maintain appropriate HR documentation and records in accordance with company requirements and applicable recordkeeping obligations.
• Support HRIS administration, reporting, audits, data integrity, and other HR technology or process-improvement initiatives.
• Assist with administration of assigned HR programs and team member initiatives.

HR Operations & Organizational Support

• Manage the Applicant Tracking System (ATS), support community leaders with job postings and recruitment needs, ensure compliance with applicable federal and state job posting and recruiting requirements, and partner with the VP of HR on the overall recruiting process.
• Oversee the employee rewards and recognition platform, supporting program administration, team member engagement, and consistent use across the organization.
• Partner closely with community leadership, Operations, Payroll, Wellness, and other departments to resolve HR-related issues and support organizational priorities.
• Support turnover, vacancy, attendance, and other workforce reporting and assist VP of HR with identifying trends and opportunities related to retention and the team member experience.
• Help develop tools, resources, and training that increase leader confidence and consistency in managing their teams.
• Participate in HR projects and initiatives designed to improve processes, internal controls, compliance, leadership capability, and the overall team member experience.
• Provide backup and support to other members of the Human Resources team as needed.
• Perform other related duties and special projects as assigned based on organizational needs.

QUALIFICATIONS AND EDUCATION REQUIREMENTS

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred; equivalent combination of education and relevant HR experience may be considered.
• Minimum of five years of progressive Human Resources experience, including meaningful responsibility for employee relations and workplace investigations.
• Previous HR Manager, HR Business Partner, Employee Relations, or comparable generalist experience strongly required.
• Experience supporting employees and leaders across multiple locations and/or multiple states preferred.
• Experience within senior living, healthcare, hospitality, or another multi-site service-oriented environment preferred.
• Working knowledge of federal and state employment laws and practices, including wage and hour, leaves of absence, disability accommodation, discrimination, harassment, retaliation, and employee recordkeeping.
• Experience administering workers’ compensation and employee leave programs required.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred but not required.
• Working knowledge of Microsoft Office and HR information systems; experience with Paychex Flex or similar HRIS/payroll platforms required.

KNOWLEDGE, SKILLS & ABILITIES

• Strong employee relations, investigation, documentation, and conflict-resolution skills.
• Sound judgment and the ability to independently navigate routine HR matters while recognizing when additional review or escalation is appropriate.
• Practical knowledge of employment practices and the ability to interpret and apply policies consistently across different situations and jurisdictions.
• Strong coaching and consultation skills with the ability to build credibility and provide clear, practical guidance to leaders.
• Excellent written and verbal communication skills, including the ability to communicate sensitive or complex information professionally and compassionately.
• Strong organization, prioritization, attention to detail, and follow-through in a fast-paced, multi-location environment.
• Ability to manage multiple employee relations matters, leave cases, claims, deadlines, and projects simultaneously.
• High level of discretion and commitment to maintaining confidentiality of sensitive employee and organizational information.
• Ability to identify patterns, assess risk, recommend practical solutions, and contribute to proactive HR strategies.
• Ability to build collaborative relationships with community leaders, Home Office partners, team members, vendors, carriers, and other stakeholders.
• Strong analytical and critical thinking abilities.
• Experience utilizing electronic health records and clinical reporting systems.
• Ability to influence organizational change and drive measurable results.
• Commitment to resident-centered care and organizational culture.

CORE COMPETENCIES

Employee Relations • HR Compliance • Investigation • Leader Coaching • Judgment • Communication • Problem Solving • Accountability • Organization • Collaboration • Confidentiality • Adaptability • Team Member Support

TRAVEL

Travel to Compass Senior Living communities, Home Office meetings, trainings, investigations, or other locations may be required based on business and organizational needs.

ADDITIONAL NOTES
This job description is not intended to be all inclusive. Employee may perform other related or similar tasks to meet the ongoing needs of the organization. All duties and responsibilities listed are considered to be essential job functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. This job description does not constitute an employment agreement between the employer and the employee. It is subject to change by the employer as the needs of the business and requirement of the job change.

Compass Senior Living provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.