Job Description

Position Overview

The Human Resources Manager is responsible for leading and managing all HR functions within a healthcare organization. This role ensures compliance with healthcare regulations, oversees full-cycle healthcare recruitment, supports workforce planning, and manages the organization’s relationship with its Professional Employer Organization (PEO). The HR Manager plays a critical role in maintaining regulatory compliance, strengthening clinical staffing pipelines, and supporting operational excellence in a patient-centered environment.

Key Responsibilities

HR Operations & Strategy

• Develop and implement HR strategies aligned with organizational and clinical goals.
• Oversee recruitment, onboarding, retention, and workforce planning initiatives.
• Manage performance management processes and employee development programs.
• Ensure HR policies and procedures comply with federal, state, and healthcare-specific regulations.

Healthcare Recruitment & Talent Acquisition

• Lead full-cycle recruitment for clinical and non-clinical healthcare roles (e.g., RNs, LPNs, CNAs, allied health professionals, and administrative staff).
• Develop and execute strategic recruitment plans to address healthcare workforce shortages.
• Partner with hiring managers to define role requirements, competencies, and staffing projections.
• Source candidates using healthcare-specific job boards, professional associations, community partnerships, and networking strategies.
• Build and strengthen partnerships with local colleges, trade schools, and workforce development programs.
• Manage candidate screening, interviewing, background checks, and credential verification.
• Lead and continuously improve onboarding and offboarding processes, ensuring seamless new-hire integration through timely documentation, orientation, and required training completion.
• Ensure licensure, certifications, and compliance documentation are verified prior to hire.
• Develop and maintain talent pipelines for hard-to-fill clinical roles.
• Track recruiting metrics such as time-to-fill, cost-per-hire, and retention rates.
• Support employer branding initiatives to position the organization as an employer of choice in healthcare.

Healthcare Compliance & Regulatory Oversight

• Ensure compliance with healthcare employment regulations, credentialing, and licensure tracking.
• Maintain compliance with OSHA, HIPAA, CMS, APD and other healthcare regulatory requirements.
• Support audits, inspections, and accreditation processes.
• Oversee employee health records, required license/certifications and mandatory training.

PEO Relationship Management

• Serve as the primary liaison between the organization and the Professional Employer Organization (PEO).
• Manage payroll, benefits administration, workers’ compensation, and HR compliance in partnership with the PEO.
• Review service agreements and ensure Service Level Agreement (SLA) performance standards are met.
• Coordinate open enrollment, benefits communications, and issue resolution.
• Collaborate with the PEO on unemployment claims, risk management, and compliance updates.
• Conduct regular performance reviews of PEO services and recommend improvements.

Employee Relations & Engagement

• Serve as a primary HR contact for employee inquiries, policy interpretation, conflict resolution and general HR support.
• Provide guidance and coaching to managers on employee relations matters.
• Conduct investigations related to employee complaints and workplace concerns.
• Oversee disciplinary processes and ensure proper documentation.
• Support performance management processes, by managing annual reviews and maintaining documentation.
• Implement engagement initiatives to improve retention and morale in a high-demand healthcare environment.
• Oversee the development, implementation, and maintenance of HR policies and the Employee Handbook to ensure compliance and organizational alignment.

Compensation & Benefits

• Partner with the PEO to administer competitive compensation and benefits programs.
• Conduct compensation benchmarking specific to healthcare roles.
• Manage leave administration including FMLA, ADA accommodations, and state-specific leave laws.

HR Metrics & Reporting

• Track and analyze HR KPIs including turnover, retention, vacancy rates, and recruitment effectiveness.
• Prepare workforce analytics and staffing reports for leadership.
• Ensure accurate HRIS data management.

Qualifications

Education

• Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or related field required.
• Master’s degree preferred.

Experience

• 5+ years of progressive HR experience.
• 3+ years of HR experience in a healthcare environment (hospital, clinic, long-term care, multi-site healthcare organization).
• Demonstrated experience in full-cycle healthcare recruiting, including hard-to-fill clinical roles.
• Experience managing and partnering with a PEO.
• Strong knowledge of healthcare compliance, credentialing, and regulatory requirements.
• Experience managing employee relations investigations.
• Demonstrated experience managing and programming formal Applicant Tracking Systems (ATS) to streamline recruitment, reporting, and compliance processes.

Certifications (Preferred)

• SHRM-CP, SHRM-SCP, PHR, or SPHR
• Healthcare HR certifications a plus

Key Competencies

• Expertise in healthcare recruitment strategies and talent pipeline development.
• Strong understanding of healthcare labor laws and regulatory compliance.
• PEO administration and vendor management experience.
• Strategic workforce planning capabilities.
• Excellent communication, negotiation, and conflict resolution skills.
• Data-driven and metrics-focused approach.
• Ability to thrive in a fast-paced, regulated healthcare environment.

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