HR Manager

The HR Manager serves as a dual-function leader, driving organizational culture while maintaining operational rigor across multi-site clinical operations. This role is responsible for optimizing employee engagement and retention by successfully managing high-level interpersonal mandates such as conflict resolution, professional development, and workplace wellness. The HR Manager plays a critical role in establishing an employer brand that attracts and retains premier talent within the behavioral health sector.

Position Overview

• Role Type: Full-Time, Exempt
• Location: Hybrid (OH or PA) and 20% travel
  • The HR Manager must live near and be able to work on-site 2-3 days per week from one of the company’s locations in Central Ohio, the Greater Pittsburgh area, or Central Pennsylvania. The individual must also be available to travel to other company locations, as needed, to support employees, leaders, and business operations. 
• Reports to: Chief Human Resources Officer (CHRO)

Key Responsibilities

Strategic HR Partnership and Employee Relations

• Serve as an HR business partner to clinical and operational leaders, providing guidance on organizational structure and talent strategy.

• Manage employee relations matters, including conflict resolution, performance management, disciplinary actions, and workplace investigations.
• Serve as a grounded and empathetic mediator, helping resolve workplace concerns while maintaining a professional and high-performing work environment.
• Support business leaders on panel interviews to help identify candidates whose skills, experiences, and perspectives will strengthen the organization’s culture and performance.

HR Operations, Compliance and Reporting

• Benefits: Partner with the CHRO to implement employee benefit programs and lead benefit communications, including annual Open Enrollment.
• Payroll: Serve as a backup for biweekly payroll processing.
• HR Reporting: Prepare and maintain HR KPIs, metrics, and dashboards in partnership with the IT department. Develop monthly and quarterly reports, as needed, on turnover, retention, headcount, employee engagement, and other workforce trends to support organizational decision-making.
• Policy Governance: Assist with the regular review and revision of company policies and the Employee Handbook to reflect regulatory requirements and organizational needs.
• Maintain compliance with applicable federal, state, and local employment laws, as well as healthcare-specific workforce requirements across multiple states.

Employee Experience and Culture

• Culture and Wellness: Develop and lead workplace wellness and culture-building initiatives designed to reduce burnout and improve employee retention in a high-stress work environment.
• Training and Development: Facilitate HR training programs that strengthen employee and leader capabilities, as well as engaging onboarding sessions for new hires.
• Retention Strategy: Analyze turnover data and recommend proactive strategies to improve retention.
• Champion an inclusive workplace culture by identifying and addressing barriers to equity and fostering an environment where employees’ perspectives are respected and heard.

Required Qualifications

• Experience: 8+ years of progressive HR experience, preferably in healthcare or behavioral health.
• Multi-State Knowledge: Demonstrated experience navigating employment laws across multiple jurisdictions.
• Technical Skills: Proficiency in HRIS platforms and advanced Excel for data reporting
• Education: Bachelor’s degree in HR, Business, Human Resources or related field.
• Soft Skills: Exceptional emotional intelligence, ability to handle complex employee issues through the lens of our core values, ability to pivot between administrative tasks and strategic leadership.