DescriptionWe are currently looking for a Human Resources Manager with a passion for human services. This is an exciting opportunity to be involved with an organization focused on a transformative path towards social change, creating pathways for rehabilitation, reintegration, and redemption.
WHAT YOU'LL DO
The Human Resources Manager is a hands-on HR leader responsible for the end-to-end employee lifecycle across assigned business units, programs, and locations throughout Pioneer Human Services. Initial areas of responsibility may include manufacturing, distribution, commercial kitchen/food service, behavioral health, reentry, housing, and diversion programs. Assigned areas of responsibility may evolve based on organizational structure, operational priorities, workforce needs, and business requirements. The position is expected to flex across programs and locations without requiring modification of the job description.
The role partners closely with operational leaders and employees to translate business needs into practical people strategies and consistent HR practices. Responsibilities span workforce planning and staffing, onboarding and employee integration, employee relations and investigations, performance management, compensation support, engagement and retention, leave and accommodation coordination, policy interpretation, organizational change, compliance, and separation/off boarding. The Human Resources Manager develops a strong understanding of each operation, its workforce, staffing model, business priorities, regulatory environment, and culture in order to anticipate workforce needs, identify risk, and recommend solutions. The role balances employee advocacy with organizational needs and works across the Human Resources function to deliver an effective, consistent, and customer-focused employee experience.
PRIMARY/ESSENTIAL DUTIES AND RESPONSIBILITIES:
- Provides HR leadership and support across assigned programs, business units, and locations and adapts coverage as organizational and operational needs evolve.
- Owns and coordinates the end-to-end employee lifecycle for assigned business units, from workforce planning and recruitment through onboarding, development, retention, employee movement, and separation/off boarding.
- Partners directly with leaders across assigned business units, programs, and locations to understand staffing, scheduling, productivity, safety, compliance, and employee-experience needs.
- Provides day-to-day HR leadership for a diverse workforce that may include hourly, salaried, shift-based, safety-sensitive, justice-involved, and regulated-program employees.
- Builds trusted partnerships with operational leaders through regular on-site engagement, proactive consultation, and an understanding of business objectives, workforce challenges, and operational priorities.
- Advises and coaches leaders on employee relations, attendance, workplace conduct, performance expectations, corrective action, and separations; ensures actions are timely, well documented, consistent, and aligned with policy and applicable law.
- Manages and resolves complex employee relations matters and conducts effective, thorough, and objective workplace investigations; recommends appropriate resolution based on facts, policy, past practice, organizational risk, and applicable requirements.
- Partners with Talent Acquisition and operational leaders on workforce planning, vacancy prioritization, candidate selection, hiring decisions, and onboarding to improve staffing stability and quality of hire.
- Oversees effective onboarding and employee integration, including coordination of employment documentation, required training, system access, site requirements, and role-specific compliance activities.
- Provides guidance on job descriptions, organizational structure, promotions, transfers, compensation considerations, and other employee changes in partnership with HR subject-matter experts.
- Partners with Benefits/Leave, Safety, Workers Compensation, Payroll/HRIS, Learning and Development, and other HR functions to resolve employee and operational needs and ensure coordinated service delivery.
- Uses workforce data and trends - including turnover, vacancies, attendance, employee relations, retention, and other people metrics - to identify risks, recommend interventions, and evaluate effectiveness.
- Provides guidance and leadership on restructures, workforce planning, succession planning, position changes, reductions in force, and other organizational transitions.
- Builds manager capability and reinforces leader accountability for employee communication, performance, engagement, scheduling, policy compliance, and workplace culture.
- Identifies training and development needs and partners with appropriate resources to strengthen leadership capability, employee performance, and retention.
- Maintains current knowledge of federal, state, and local employment requirements and applies sound judgment to reduce legal and organizational risk; partners with legal counsel as needed.Maintains regular on-site presence across assigned operations and flexes schedule, when necessary, to support employees and leaders across shifts and operating hours.
- Performs other duties and special projects as assigned in support of Human Resources and organizational priorities.
QUALIFICATIONS:
REQUIRED
- Bachelor's degree in Business, Human Resources or related field. An equivalent combination of education and directly related Human Resources professional work experience may be considered in lieu of degree.
- Minimum of 7 years of progressively responsible Human Resources experience, including significant experience managing complex employee relations, investigations, performance management, and advising operational leaders.
- Working knowledge of multiple Human Resources disciplines, including employee relations, compensation practices, performance management, workforce planning, organizational change, diversity and inclusion, and federal, state, and local employment laws.
- Demonstrated experience supporting operational, hourly, shift-based, or similarly complex workforces.
- SHRM-CP, SHRM-SCP, PHR, SPHR, or ability to obtain an HR certification within one year of employment.
- Ability to travel to assigned Pioneer locations and work a flexible schedule that may include early morning, late afternoon/evening, weekend, or holiday coverage based on business needs.
PREFERRED/DESIRABLE
- Master's degree in Business or Human Resources
- Experience supporting manufacturing, distribution, food service/commercial kitchen, reentry, social services, healthcare, or other regulated operations.
- Prior experience leading HR projects, process improvements, or change initiatives across multiple sites or business units.
