Human Resources Manager

Orsini Healthcare is seeking a Human Resources Manager to oversee employee relations, compliance, and HR program execution across a remote, multi-state organization. This role partners with the Senior HR Business Partner to support engagement, culture, and risk management throughout the organization.

Compensation

Annual base salary range: USD 80,000 - 100,000 per year.

Responsibilities

• Independently manage employee relations cases across performance, conduct, attendance, and workplace concerns with timely, fair, and well-documented outcomes.
• Conduct thorough, neutral investigations including interviews, documentation review, and fact-finding aligned with company standards.
• Draft and administer corrective actions, performance improvement plans, and termination documentation with a focus on risk mitigation and consistency.
• Assess risk levels of ER matters and escalate high-risk or legally sensitive situations as needed.
• Ensure consistent policy application across departments and locations.
• Identify recurring themes, risk patterns, or manager gaps and surface insights to People leadership.
• Apply and interpret federal, state, and local employment laws in day-to-day HR practices across a multi-state environment.
• Maintain compliant application of company policies, documentation standards, and disciplinary practices.
• Monitor employee relations decisions and manager actions for potential compliance risk and intervene as needed.
• Maintain audit-ready personnel files, ER documentation, and corrective action records in alignment with regulatory and internal standards.
• Identify compliance risks, policy gaps, or inconsistent practices and partner with People leadership on mitigation.
• Support compliance audits, inspections, and regulatory reviews, including preparation and response activities.
• Own eligibility determinations and compliance decisions related to FMLA, ADA, and other protected leaves.
• Review, approve, and manage reasonable accommodations and exceptions, ensuring alignment with legal requirements and company standards.
• Apply leave laws across federal, state, and local levels, including complex or overlapping leave scenarios.
• Partner with HR Administration and Payroll to ensure accurate and compliant execution of approved leaves and accommodations.
• Assess and escalate high-risk or complex leave situations as appropriate.
• Provide practical coaching to managers on performance management, documentation, corrective action, and employee conversations.
• Reinforce company expectations related to people leadership, policy application, and documentation quality.
• Support managers through complex or sensitive employee situations with consistency, fairness, and risk mitigation.
• Ensure manager adherence to HR-developed tools, templates, and processes.
• Identify manager capability gaps and reinforce training through day-to-day coaching and real-time guidance.
• Execute and facilitate HR-developed programs, including manager fundamentals, performance management, and compliance training.
• Partner with the Training team to reinforce practical application of learning in day-to-day management practices.
• Ensure programs are delivered consistently and aligned with People Operations standards.
• Provide feedback on program effectiveness based on manager adoption and real-world application.
• Support the rollout and adoption of People Operations policies, processes, and initiatives.
• Ensure consistent execution of HR processes across departments and locations.
• Participate in audits and internal reviews to ensure process compliance and documentation accuracy.
• Identify process gaps, inefficiencies, or risks and escalate recommendations for improvement.
• Partner with the Senior HR Business Partner to execute approved employee engagement and culture initiatives.
• Serve as the operational lead for Culture Committee execution, including coordination, follow-up, and tracking of initiatives.
• Translate Culture Committee recommendations into actionable plans with clear timelines and ownership.
• Ensure engagement initiatives are executed consistently and aligned with company policies and People Operations standards.
• Monitor progress and escalate risks, capacity constraints, or barriers to People leadership.
• Reinforce engagement efforts through manager enablement and day-to-day people practices.
• Perform other duties and responsibilities as required.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent experience.
• 5–7+ years of progressive HR experience with substantial employee relations responsibility.
• Demonstrated experience managing ER issues in a multi-state environment.
• PHR or SHRM-CP certification.

Benefits

• Medical, dental, and vision coverage
• 401(k) with employer match
• Accident and critical illness coverage
• Company-paid life insurance
• Generous paid time off, holidays, and floating holidays
• Tuition reimbursement

KPIs and Performance Metrics

• Timely and compliant resolution of employee relations cases, aligned with service expectations and documentation standards
• Consistent and compliant application of policies and corrective action practices across departments and locations
• Quality and defensibility of ER documentation and investigations as measured by audits and leadership review
• Manager adherence to documentation, performance management, and corrective action standards
• Reduction in repeat ER issues driven by manager error or inconsistent application of expectations
• Timely identification, assessment, and escalation of employment law and compliance risks
• Audit-ready personnel files and employee relations documentation
• Demonstrated improvement in manager capability through reduced HR intervention for routine ER matters

Work Environment & Travel Requirements

• Onsite or Hybrid work arrangement
• Minimal travel requirements, less than 5%