Human Resources Manager

Overview
We are a large cardiology practice seeking a dedicated and experienced Human Resources Manager to join our team. This role is crucial in developing and implementing HR strategies that align with our organizational goals. The ideal candidate will possess strong skills in talent management, conflict resolution, and employee development, ensuring a positive work environment and effective communication across all levels of the organization.

Human Resources Manager

Position Summary: The Human Resources Manager is responsible for supporting the full employee lifecycle, with primary responsibility for employee relations, recruiting, interviewing, onboarding, performance management, disciplinary processes, and employee engagement. This position serves as a primary point of contact for employees and managers regarding workplace concerns, policies, performance issues, and other human resources matters. The Human Resources Manager works closely with the Chief People Officer and Director of Operations to maintain a productive workplace culture, strengthen employee retention, support managers, and ensure that employment practices are applied consistently throughout the organization. The ideal candidate is approachable and responsive to employees while maintaining sound judgment, confidentiality, objectivity, and the ability to address difficult employee situations directly and professionally.

Position Objective: The objective of the Human Resources Manager is not simply to administer Human Resources processes. The position is expected to actively support employees and managers, identify personnel issues before they become larger problems, recruit and retain strong employees, improve management effectiveness, and help create a professional, accountable, and productive workplace. The individual in this position is expected to be accountable for results, not simply HR activity. Success means vacancies are filled efficiently, new employees remain with the organization, employee issues are addressed promptly, disciplinary matters reach resolution, managers fulfill their responsibilities, and leadership receives useful information about workforce trends and emerging personnel risks.

Key Responsibilities

Employee Relations

• Serve as a primary Human Resources resource for employees and managers regarding workplace concerns, policies, interpersonal issues, performance concerns, and employment-related questions.
• Develop strong working relationships with employees and managers throughout the organization.
• Listen to and appropriately investigate employee concerns and complaints.
• Address employee relations issues promptly, objectively, and consistently.
• Facilitate discussions between employees and managers when appropriate to resolve workplace concerns.
• Identify recurring employee relations issues and recommend corrective or preventive actions.
• Maintain appropriate confidentiality regarding employee and organizational matters.
• Escalate significant employee relations, legal, compliance, or organizational concerns to the Chief People Officer.

Recruiting and Hiring

• Coordinate and manage recruiting activities for assigned positions.
• Partner with department leaders to understand staffing needs and position requirements.
• Develop and maintain accurate job descriptions and job postings.
• Source and screen qualified applicants.
• Conduct initial candidate interviews and coordinate subsequent interviews with hiring managers.
• Evaluate candidates based on experience, qualifications, organizational fit, and position requirements.
• Conduct reference checks and coordinate required pre-employment processes.
• Assist with preparation and communication of employment offers.
• Maintain communication with candidates throughout the recruiting process.
• Track recruiting activity, vacancies, time-to-fill, and other relevant hiring metrics.

Interviewing and Candidate Selection

• Participate actively in interviews for clinical, administrative, operational, and leadership positions as appropriate.
• Develop structured interview questions designed to evaluate candidate qualifications and behavioral competencies.
• Assist managers in conducting effective and legally appropriate interviews.
• Provide objective feedback regarding candidates and assist hiring managers with selection decisions.
• Promote consistent hiring standards throughout the organization.

Onboarding and Employee Integration

• Coordinate the Human Resources components of employee onboarding.
• Ensure new employees receive required employment documentation, policies, and organizational information.
• Partner with managers to support successful employee orientation and integration.
• Follow up with new employees and managers during the introductory employment period to identify concerns early.
• Work with leadership to improve the new-hire experience and reduce avoidable early turnover.

Performance Management and Disciplinary Action

• Provide guidance to managers regarding employee performance and conduct issues.
• Assist managers in establishing clear performance expectations and documenting employee concerns.
• Participate in employee counseling and disciplinary meetings.
• Prepare or review verbal counseling documentation, written warnings, performance improvement plans, final warnings, and other disciplinary documentation.
• Ensure disciplinary actions are supported by appropriate documentation and applied consistently.
• Assist managers in developing corrective action plans when employee performance does not meet expectations.
• Monitor employee progress following disciplinary or performance interventions.
• Partner with the Chief People Officer regarding significant disciplinary matters, suspensions, investigations, and employment termination decisions.
• Participate in termination meetings when appropriate and ensure required documentation and processes are completed.

Employee Retention and Engagement

• Work closely with the Chief People Officer to develop and implement strategies designed to improve employee satisfaction, engagement, and retention.
• Conduct or participate in employee stay interviews and exit interviews.
• Identify patterns contributing to employee turnover and recommend solutions.
• Monitor employee feedback and workplace trends that may affect retention.
• Assist in developing recognition, communication, professional development, and employee engagement initiatives.
• Partner with managers to address department-specific retention concerns.
• Help identify high-performing employees and opportunities for professional growth and internal advancement.
• Track turnover and retention trends and provide information to the Chief People Officer to support workforce planning.

Management Support

• Serve as an HR resource and advisor to supervisors and managers.
• Coach managers regarding employee communication, performance management, documentation, conflict resolution, and employee relations.
• Help managers address personnel issues early rather than allowing problems to escalate.
• Reinforce management accountability for employee performance, communication, and workplace culture.
• Assist managers in interpreting and consistently applying organizational policies.

HR Policies and Compliance

• Assist with the development, implementation, and communication of Human Resources policies and procedures.
• Ensure policies are applied consistently throughout the organization.
• Maintain appropriate documentation related to employee relations, recruiting, disciplinary actions, and other HR activities.
• Maintain accurate and confidential personnel records.
• Support compliance with applicable federal and state employment laws and regulations.
• Identify situations that may present employment-law or compliance risk and promptly escalate them to the Chief People Officer.
• Participate in HR projects, audits, policy reviews, and organizational initiatives as assigned.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Management, or a related field preferred.
• Equivalent Human Resources experience may be considered in place of a degree.

Experience

• Three or more years of Human Resources experience preferred.
• Experience in employee relations, recruiting, interviewing, performance management, and disciplinary processes strongly preferred.
• Healthcare experience is preferred but not required.
• Experience supporting managers in a multi-department or multi-location organization is preferred.

Professional Certification: PHR, SHRM-CP, or similar Human Resources certification is preferred but not required.

Knowledge, Skills, and Abilities

The successful candidate should demonstrate:

• Strong interpersonal and employee-relations skills.
• Excellent verbal and written communication skills.
• Sound judgment and discretion when handling sensitive employee matters.
• Ability to remain objective during workplace conflicts and investigations.
• Confidence addressing difficult performance and behavioral issues.
• Strong interviewing and candidate-assessment skills.
• Working knowledge of employment practices and applicable employment laws.
• Strong documentation and organizational skills.
• Ability to manage multiple priorities and employee matters simultaneously.
• Ability to communicate effectively with employees at all levels of the organization.
• Ability to coach supervisors and managers while maintaining appropriate HR boundaries.
• Strong problem-solving and conflict-resolution capabilities.
• Ability to identify patterns and distinguish isolated employee issues from broader organizational problems.
• High level of professionalism, confidentiality, integrity, and accountability.

Reporting Relationship

The Human Resources Specialist reports to the Director of Operations and works collaboratively with organizational leadership, department managers, supervisors, and employees.

Accountability and Performance Measures

The Human Resources Specialist will be held accountable for measurable results in the following areas:

Employee Turnover

• Track overall employee turnover and voluntary turnover by department, location, manager, and position when appropriate.
• Identify recurring causes of turnover and present trends and recommended corrective actions to the Director of Operations and the Chief People Officer.
• Work with managers to develop targeted retention plans for departments or positions experiencing elevated turnover.
• Demonstrate measurable progress in reducing avoidable turnover over time.

90-Day New-Hire Retention

• Track retention of all new employees through at least the first 90 days of employment.
• Conduct structured follow-up with new hires during the introductory period to identify onboarding, training, management, or cultural issues.
• Identify reasons for new-hire departures and recommend changes to recruiting, onboarding, training, or management practices.
• Maintain and report a 90-day new-hire retention rate.

Vacancy and Time-to-Fill Performance

• Maintain an accurate list of open positions and the status of each recruitment.
• Track the number of days from position approval or vacancy to accepted offer.
• Identify positions that remain open beyond established recruiting targets and escalate barriers to the Chief People Officer.
• Maintain consistent candidate communication and recruiting activity so positions do not remain inactive.
• Provide regular reporting on open positions, candidate pipelines, offers, and time-to-fill.

Exit Interview Analysis

• Conduct or coordinate exit interviews for voluntary employee departures whenever reasonably possible.
• Document primary and contributing reasons for employee departures.
• Analyze exit-interview information for recurring themes related to management, compensation, scheduling, workload, culture, advancement, training, or other workplace factors.
• Provide the Chief People Officer with periodic trend summaries and recommended actions.
• Escalate significant or recurring concerns involving specific departments or managers.

Disciplinary Action Follow-Up

• Maintain a tracking process for active disciplinary actions, written warnings, performance improvement plans, and other formal corrective actions.
• Ensure required follow-up meetings occur within established timeframes.
• Confirm that managers document employee progress, improvement, or continued performance deficiencies.
• Identify unresolved or overdue disciplinary matters and escalate them as appropriate.
• Ensure formal corrective actions are closed, extended, escalated, or otherwise resolved rather than remaining open indefinitely.

Manager Responsiveness and Accountability

• Track HR matters requiring action by managers, including interview feedback, performance documentation, disciplinary follow-up, employee complaints, and onboarding responsibilities.
• Follow up with managers when required HR actions are incomplete or delayed.
• Escalate repeated failures to respond or comply with established HR processes to the Chief People Officer.
• Coach managers on appropriate documentation and timely handling of employee issues.
• Help establish a management culture in which employee issues are addressed promptly rather than deferred.

Employee Relations Responsiveness

• Respond to employee relations matters within established service expectations based on the seriousness of the issue.
• Maintain documentation of significant complaints, investigations, and resolutions.
• Track open employee relations matters and ensure each issue reaches an appropriate resolution.
• Identify recurring workplace concerns and recommend organizational or management interventions.

Measures of Success

Performance in this position will be evaluated based on both execution of Human Resources responsibilities and measurable organizational outcomes, including:

• Improvement in employee retention and reduction in avoidable turnover.
• Strong 90-day retention of newly hired employees.
• Timely recruitment and reduction in unnecessarily prolonged vacancies.
• Consistent completion of exit interviews and meaningful analysis of turnover trends.
• Timely follow-up and resolution of disciplinary and performance matters.
• Manager responsiveness to required Human Resources actions.
• Responsiveness and effectiveness in resolving employee relations matters.
• Quality and consistency of performance and disciplinary documentation.
• Manager satisfaction with Human Resources support.
• Employee accessibility and confidence in the Human Resources function.
• Timely identification and escalation of significant employee issues.
• Consistent application of organizational policies and employment practices.
• Contribution to employee engagement and organizational culture.

Job Type: Full-time

Pay: $70,000.00 - $80,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Vision insurance

Work Location: In person