Senior Human Resources Manager

Vision: By the end of 2027, provide 500,000 visits and 500,000 hours of professional training.

Our Values are How we Improve Lives:

1. Give Uncommon Kindness. We offer intentional warmth, welcome, and compassion beyond what is typically expected in healthcare. Through every interaction, we strive to create an inclusive environment where all people feel genuinely invited, respected, and valued.
2. Take Action. We take action to help each other and those we serve to reach their goals.
3. Coach And Be Coachable. We help each other become professionals and we’re capable of being through trust, challenge, and support. We stay open to coaching and put it into action, because growth comes from doing.
4. Measure What Matters. Quality care is more than good intentions; it’s measurable progress. We use data to learn, adapt, and lead the way to better health and performance.
5. Cheer Each Other On. We practice recognition as an everyday action, not just on special occasions. Everyone, in every role, helps create an environment where appreciation, encouragement, and emotional generosity flow in all directions.
6. Choose What’s Right. We follow the law, uphold ethics, and protect confidentiality because it’s the foundation of safe, respectful healthcare.

Reports directly to the Chief Executive Officer (CEO).

Position Summary

The Senior HR Manager leads all human resources (HR) and people management functions, serving as the organization's senior HR subject matter expert responsible for overseeing and executing strategies that support organizational growth, culture, and compliance. This role is accountable for managing the day-to-day and operational effectiveness of the company's People function, ensuring that HR systems, policies, and practices are efficient, equitable, and aligned with organizational objectives. The Senior HR Manager develops and implements initiatives to strengthen employee retention processes, including performance management, career development, and engagement strategies. Working collaboratively with executives, managers, and team leads across departments, this role ensures consistent application of HR practices while empowering leaders to effectively manage and develop their teams. The Senior HR Manager exercises sound judgment and a high degree of autonomy in making both routine and complex HR decisions, contributing meaningfully to operational excellence, workforce stability, and a positive, high-performing culture.

Responsibilities

• Leads all human resources functions including recruitment, employee relations, payroll, compliance, and organizational development; applying sound judgment to make HR decisions that align with business goals and legal requirements.
• Oversees and implements all employee life cycle activities and functions including a recruiting and retention process that meets the goals and vision of Transitions Counseling and Consulting.
• Partners with leadership to develop and implement organizational structures and workforce strategies, assessing business needs to optimize roles, reporting relationships, and talent alignment with organizational objectives.
• Oversees the design and execution of performance evaluation systems, ensuring fair, consistent, and data-informed assessments that drive accountability, engagement, and organizational effectiveness.
• Ensures organizational compliance by maintaining current knowledge of HR laws and regulations and advancing a positive organizational culture.
• Maintains and optimizes all HR-related materials (e.g., policies, job descriptions, calendars, org charts, etc.) ensuring they are current, accessible, and inclusive.
• Develops and administers a competitive compensation system designed to attract and retain top talent.
• Researches, recommends, and implements benefits packages and related policies.
• Contributes as an active and collaborative member of the leadership team.
• Evaluates and implements HR technologies (HRIS, applicant tracking, learning systems, etc.).

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel classified.

Competency Requirements

• Leadership - Models professionalism and integrity in all interactions; Builds trust and credibility with employees at all levels; Motivates and supports others in achieving individual and team goals; Effectively navigates change and contributes to a positive workplace culture.
• Employee Relations - Handles difficult situations with diplomacy and fairness; Mediates conflicts and provides sound recommendations to resolve disputes; Maintains confidentiality and neutrality; Ensures fair and legally compliant resolutions to workplace issues.
• Interpersonal Influence - Establishes and maintains positive working relationships across all levels of the organization; Engages with employees and leadership to foster a collaborative and inclusive work environment; Effectively navigates sensitive conversations with professionalism and discretion.
• Problem Solving - Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully; Develops alternative solutions; Works well in group problem solving situations; Uses reason even when dealing with emotional topics.
• Teamwork - Balances team and individual responsibilities; Exhibits objectivity and openness to others' views; Gives and welcomes feedback; Contributes to building a positive team atmosphere; Puts success of team above own interests; Able to build morale and group commitments to goals and objectives; Supports everyone's efforts to succeed.

Qualifications

• Demonstrated ability to effectively lead teams to produce results and achieve organizational goals.
• Has successfully driven the talent lifecycle (recruit, develop, retain) at scale.
• Graduation from a college or university with a bachelor's degree from an accredited institution in human resources, business, or related field; master's degree preferred.
• Senior Professional in Human Resources (SPHR) or SHRM Senior Certified Professional (SHRM-SCP) certification preferred.
• Minimum of 5 years of progressive HR experience, including at least 2 years in a management-level HR role; experience in multistate growth companies preferred.
• Experience working in healthcare or mental health organizations is preferred; familiarity with the unique workforce, compliance, and culture considerations of these environments is a plus.
• Possesses knowledge of relevant HR laws and regulations.