Human Resources Manager - FT

Join a growing HR team dedicated to supporting high-quality behavioral health care across the Southeast. We’re hiring a hands-on Human Resources Manager to lead payroll & benefits administration, performance management, employee relations, and training—ensuring our teams have the support they need to deliver exceptional care.

This is a fully remote role, but candidates must reside within our footprint: SC, TN, FL, GA, AL, NC, or KY.

ABOUT US:

Our team is dedicated to improving access to mental health care for those who need it most. With both inpatient and outpatient clinics across 9 states and over 30 facilities, we are a growing organization that believes every team member plays a vital role in the patient journey. We provide competitive compensation, aggressive benefits, and cultivate a culture of growth and collaboration, allowing you to have a hand in shaping our evolving services. If you are passionate about mental health and are ready to make a meaningful impact, we invite you to join our team and help drive positive change in our communities.

WHAT YOU WILL DO

PRIMARY DUTIES AND RESPONSIBILITIES

HR Operations and Payroll/Benefits Administration

• Manage day-to-day HR operations including employee inquiries, personnel changes, job and compensation documentation, leave coordination, and separations.
• Serve as primary management-level contact for payroll issues: intake, research, coordination with Payroll and Finance, employee communication, correction tracking, trend analysis, and escalation of unresolved/material errors.
• Administer benefits processes and enrollment activities in partnership with Finance/Payroll and benefit vendors; support benefit-eligibility questions, status changes, and open-enrollment readiness.
• Maintain accurate HR records, HRIS data, personnel files, and policy acknowledgment tracking in accordance with retention standards and compliance requirements.
• Coordinate with Recruiting and Hiring leaders to ensure timely onboarding handoffs and accurate new-hire data for payroll and benefits setup.

Employee Relations, Investigations, and Performance Management

• Act as first management-level resource for employee relations, including attendance issues, performance concerns, conflict resolution, and policy interpretation.
• Coach supervisors on documentation, constructive feedback, consistent policy application, and appropriate corrective actions.
• Lead objective employee investigations: intake, interview coordination, evidence review, findings documentation, recommended actions, communication, and follow-up; escalate legal, high-risk, or executive matters to the AVP.
• Administer the performance-management program: goal-setting and review cycles, performance improvement plans (PIPs), corrective actions, manager coaching, documentation standards, and completion monitoring.
• Drive employee engagement, retention, and recognition initiatives informed by workforce trends and leadership priorities.
• Maintain neutrality, discretion, and confidentiality in all employee matters.

Training and Learning Administration

• Own the enterprise training program administration: assignment, scheduling, tracking, completion monitoring, documentation, and periodic content review with subject-matter owners.
• Manage onboarding and orientation operations related to training readiness, required training assignment, completion tracking, and resolution of recurring handoff issues.
• Partner with leaders to identify training needs and implement targeted learning programs (manager training, performance coaching, compliance training, etc.).
• Document standard operating procedures and cross-train HR staff to ensure continuity and scalability

Compliance, Reporting, and Process Improvement

• Ensure HR operations comply with federal and state employment laws, wage-and-hour rules, leave/accommodation requirements, EEO obligations, and company policy.
• Monitor HRIS and personnel records for accuracy; coordinate periodic audits and remediate exceptions.
• Prepare information for unemployment claims, audits, litigation holds, insurance requests, and counsel review as requested.
• Maintain dashboards and recurring reports for payroll/benefits issues, onboarding readiness, performance management, training completion, employee relations activity, and HR service levels.
• Analyze recurring HR issues and implement process, policy, or system improvements to increase accuracy and efficiency; support HRIS configuration, testing, and data cleanup projects.

Team Leadership

• Supervise and develop assigned HR staff; manage workloads, priorities, service expectations, and coverage plans.
• Hold regular team check-ins, monitor service requests/aging items, and ensure commitments to leaders and employees are met.
• Provide clear status updates, risks, and recommended actions to the AVP.

KEY PERFORMANCE MEASURES

• Responsiveness and resolution time for HR requests, payroll and benefits issues, and employee relations matters.
• Accuracy and timeliness of payroll corrections and benefits administration.
• Performance management completion rates, PIP outcomes, and timeliness of corrective actions.
• Training assignment completion and onboarding training readiness.
• HRIS data integrity, personnel-file completeness, and compliance audit results.
• Quality and timeliness of employee-relations documentation and investigations.