Job Title: Human Resources Manager

Job Type: Full-Time

Reports To: SVP HR

Mission:

The Human Resources Manager will be critical in collaborating with the SVP of HR to guide the organization in successfully executing on its growth strategy, by helping shape the company's culture, ensuring a positive work environment, attracting and retaining talent, and aligning HR strategies with the overall business objectives of APTP. Alliance's goal is to create value by achieving a competitive advantage associated with a 'People First' culture and industry leading recruitment and retention strategy. The Human Resources Manager will collaborate with the SVP HR to execute the strategy, design processes, utilize technology, and manage human capital to ensure APTP is successful and aligned with the company's mission, vision, and values.

Position Overview: We are seeking a Human Resources Manager with a strong background in Human Resources Business Partnering and leading HR Operations. Through collaboration with the Central Service Team, Alliance partners and external stakeholders the Human Resources Manager will support the SVP HR and Business Partners to navigate the company's continuous growth and mounting complexity. The candidate will be responsible for leading Human Resources Business Partnering and HR Operations to include Benefits, HRIS, Compliance & Data Analytics.

Primary Accountabilities (Deliverables)

HR Business Partnering:

• Collaborate with senior management to develop and implement HR strategies that support business goals.
• Leads and supports the management team in evaluating and developing talent, designing effective succession and development plans, conducting talent reviews, and overseeing the talent management cycle
• Provide expert advice and guidance on HR matters to managers and employees.
• Foster strong relationships with business leaders to understand their needs and challenges.
• Drive initiatives that enhance employee engagement, performance, and retention.

HR Operations:

• Oversee the daily operations of the HR department, ensuring efficient and effective processes.
• Oversight of HRIS/HCM systems to ensure accurate and timely data management.
• Develop and implement HR policies and procedures in compliance with legal requirements.
• Lead coordination of recruitment, onboarding, and offboarding processes.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Compensation and Benefits:
• Collaborate with Senior Vice President of HR to manage competitive compensation and benefits programs.
• Conduct market research to ensure the organization remains competitive in its offerings.
• Collaborate with the finance department to manage HR budgets, invoicing and forecasts.

Team Management:

• Monitors the effectiveness of the department and ensures timely and responsive resolution of employee relations issues
• Promotes an open-door policy by employing various strategies to actively listen to team members and share transparent, honest information through multiple communication channels such as employee engagement surveys, high-performance teams, pulse surveys, skip-level meetings, and more

Employee Relations:

• Handle employee relations issues, including conflict resolution and disciplinary actions.
• Conduct investigations into employee complaints and grievances.
• Promote a positive work environment and culture.

Performance Management:

• Implement and manage performance management systems.
• Provide coaching and support to managers on performance-related issues.
• Develop training and development programs to enhance employee skills and career growth.

Strategic HR Initiatives:

• Lead HR projects and initiatives that drive organizational change and improvement.
• Monitor HR metrics and analytics to inform decision-making and strategy.
• Stay updated on HR trends, best practices, and regulatory changes.

Essential Duties and Responsibilities (What needs to be accomplished):

• Lead talent management strategies, processes and team.
• Working directly with executives and managers to implement policies that help the organization meet its goals.
• Assess, monitor and report organizational talent trends and analytics
• Participate in HR Diligence portion of Mergers & Acquisitions activity, including evaluations for stock and asset purchases. Make recommendations to the Executive team and inside/outside counsel to resolve issues arising from diligence
• Collaborate with internal stakeholders to communicate, promote and build a positive organizational culture that increases employee engagement.
• Ensure alignment of HR initiatives with broader organizational goals.
• Assist in developing employee training, programs, and development capabilities.
• Identify and adopt technological solutions that contribute, in a meaningful and cost-effective manner, to achieving improvements in employee engagement, recruitment and retention.
• Develop and maintain a dashboard for HRBP and HR Operations to measure and report progress on key HR metrics in real time, to provide leadership team with immediate insights into trends and enhance decision-making and strategic planning.
• Maintain knowledge of legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures, and reporting are compliant with federal and state laws.
• Act as the 401(k) Plan Administrator and Plan Sponsor, oversee the organization's retirement program. Work closely with Alliance's record keeper to implement fiduciary responsibilities, ensure ERISA compliance, and encourage participation in the Plan.

Competencies

1. Strategic Vision: Ability to align HR strategies with the overall business goals of the healthcare organization. Proficiency in developing and implementing strategic HR plans.
2. Leadership and Influence: Strong leadership skills to inspire and guide HR teams, and the ability to influence senior management and stakeholders.
3. Employee Relations: Proficiency in creating and implementing training and development programs to enhance employee skills and career growth.
4. HR Analytics & Data-Driven Decision Making: Strong analytical and problem-solving skills. Competence in using HR metrics and analytics to inform decision-making and to measure the effectiveness of HR initiatives.
5. Change Management: Capability to lead and manage organizational change, ensuring smooth transitions and minimal disruption.
6. Compliance and Ethics: Ensuring all practices comply with healthcare regulations, ethical standards and best practice.
7. Communication Skills: Excellent communication skills to effectively convey HR policies and initiatives to all levels of the organization.

Core Values:

• "People First" mentality
• Lead with integrity and compassion.
• Build strong and lasting relationships, fostering a sense of collaboration.
• Strong work ethic and a "get it done" mentality.
• Flexibility in thinking and time management to achieve goals.

Core Skills:

• Educational Background: Bachelor's degree in human resources, Business Administration, or a related field. An advanced degree (e.g., MBA or Master's in HR) is preferred. Proficiency with data platforms, data processing, analytics, and Microsoft software.
• Experience: Extensive experience in HR and talent management, (minimum of 5-8 years in progressively responsible roles). Direct experience working within organizations with a large number of locations and geographically dispersed.
• Certifications: Professional certifications such as SHRM-SCP or SPHR advantageous. Certified Payroll Professional (CPP) or Certified Compensation Professional (CCP) credential desirable.
• Industry Knowledge: Knowledge of HR best practices, labor laws, and regulations specific to the healthcare industry.
• Track Record: Proven track record of successful talent management and development initiatives facilitating rapid organizational growth.
• Project Management: Experience utilizing project management tool to streamline communication, reporting and track progress. (e.g. Asana, Trello, or Monday.com)

Working Conditions

• Hybrid (in office 3 days a week)
• General office working conditions. Travel as required (estimated to be 20% of time).