Remote Senior HR Manager

Senior Human Resources Manager Department: Human Resources Reports To: Vice President of Human Resources FLSA Status: Exempt Salary Range: $105,000 - $120,000 Location: Remote (Central or Eastern Time Zone required) Position Summary The Senior Human Resources Manager serves as a strategic and operational leader within the Human Resources function and acts as the primary support to the Vice President of Human Resources. This role provides leadership and oversight for HR operations, employee relations, talent management, benefits administration, compliance, training and development, acquisition integration activities, and organizational effectiveness initiatives across a multi-state workforce. The Senior Human Resources Manager directly supervises HR team members, partners with organizational leaders to address workforce needs, and is responsible for ensuring the consistent execution of Human Resources programs, processes, and policies that support business objectives and employee success. Essential Functions HR Leadership & Team Management Provide day-to-day leadership, coaching, development, and performance management for Human Resources team members. Oversee workload distribution, prioritization, and execution of departmental responsibilities. Foster the professional development and growth of HR staff. Partner with the Vice President of Human Resources to establish departmental goals and strategic priorities. Serve as the primary HR leadership resource in the absence of the Vice President of Human Resources. Employee Relations & Leadership Support Serve as a trusted advisor to leaders regarding employee relations matters, investigations, performance concerns, corrective action, workplace conflict, and policy interpretation. Conduct and oversee workplace investigations. Coach leaders on employee performance, accountability, documentation, and employment practices. Ensure consistent application of company policies and procedures across the organization. Talent Management & Performance Management Lead talent management initiatives, including succession planning, talent reviews, employee development, and workforce planning. Partner with leaders to identify and develop high-potential employees. Oversee performance management processes, including goal setting, performance evaluations, and development planning. Support employee engagement, retention, and organizational effectiveness initiatives. Benefits Administration Oversee employee benefits administration and vendor relationships. Lead annual open enrollment planning, communication, education, and execution. Partner with brokers, carriers, payroll, and internal stakeholders to ensure effective administration of benefit programs. Support resolution of complex employee benefit issues. Training & Development Lead training and development initiatives that support organizational goals. Oversee Learning Management System (LMS) administration, reporting, and compliance tracking. Support leadership development and employee training programs. Evaluate training effectiveness and recommend continuous improvement opportunities. Compliance & HR Operations Ensure compliance with federal, state, and local employment laws and regulations. Support audits, reporting requirements, policy updates, and compliance initiatives. Maintain HR operational excellence through consistent processes, documentation, and recordkeeping practices. Analyze HR metrics and recommend process improvements. Acquisitions & Integrations Support HR due diligence and integration efforts associated with acquisitions. Coordinate onboarding, benefits transitions, policy harmonization, employee communications, and workforce integration activities. Partner with operational leaders to ensure successful employee transitions and organizational alignment during integration efforts. Strategic Partnership Partner with leaders to align workforce strategies with business objectives. Support organizational design, workforce planning, and change management initiatives. Participate in the development and implementation of strategic HR programs and initiatives. Act as a trusted advisor and resource to leaders across the organization. Qualifications Required Bachelor's degree in Human Resources, Business Administration, or related field. 7+ years of progressive Human Resources experience. Experience leading or supervising HR team members. Strong employee relations and workplace investigation experience. Experience supporting a multi-state workforce. Demonstrated experience in talent management, performance management, and leadership coaching. Thorough knowledge of employment laws and HR best practices. Strong communication, problem-solving, and interpersonal skills. Preferred SHRM-CP, SHRM-SCP, PHR, or SPHR certification. Experience supporting mergers, acquisitions, and organizational integrations. Experience administering employee benefit programs and annual open enrollment. Experience managing Learning Management Systems (LMS). Experience supporting healthcare, multi-site, or high-growth organizations. Success Measures Successful performance in this role includes: Effective leadership and development of the HR team. Successful administration of employee relations, investigations, and compliance matters. Effective execution of annual open enrollment and benefits programs. Strong talent management, succession planning, and performance management outcomes. Successful support of acquisition and integration initiatives. High levels of leader satisfaction with HR support and partnership. Consistent delivery of HR services that support organizational growth and business objectives. What We Offer Medical, Dental, and Vision Insurance 401(k) with Company Match Paid Time Off and Paid Holidays Professional Development Opportunities Wellness Resources and Employee Support Programs Volunteer Time Off (VTO) Parental Leave Childbirth Leave Employee Recognition Programs Career Growth and Advancement Opportunities Physical Requirements Ability to work in a standard office environment. Routinely utilize standard office equipment, including computers, phones, printers, and video conferencing technology. Responsibilities require prolonged periods of sitting and working at a computer, frequent verbal and written communication, and the ability to manage multiple priorities in a fast-paced and evolving environment. Occasional travel may be required to support meetings, training initiatives, investigations, acquisitions, or operational support activities. The ability to occasionally stand, walk, bend, reach, and lift up to 15 pounds may be required. Equal Opportunity Employer Reliable Medical is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to any protected status under applicable law.