US:NV:Carson City Human Resources
Full Time Standard Office Hours
Summary
The Manager of HR Workforce Services leads a team of HR professionals who serve as advisors and primary points of contact for assigned hospital departments and all employees, providing operational HR consulting. The role sets the direction and quality of HR partnership across the organization, ensuring people strategies, workforce planning, talent development, employee relations, and change management initiatives align with organizational priorities and drive business results. The Manager oversees and supports employee relations practices, including leader coaching, workplace conflict resolution, investigations, administration of the Carson Tahoe Hospital Employee Association (CTHEA) Contract, and compliance with employment laws and regulations. The role also provides support across core HR functions, including benefits, compensation, recruitment, leaves, and learning and development. As a trusted advisor to senior leaders, the Manager serves as an escalation point for complex people matters, coaches and develops the HR Workforce team, and collaborates with HR colleagues and organizational leaders to design and implement scalable workforce solutions, navigate organizational change, strengthen employee engagement, and support a high-performing, engaged workforce.
Qualifications
Required- Bachelor's degree in Human Resources, Business, Organizational Psychology, or related field or equivalent experience.
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
- Minimum Seven (7)+ years of progressive HR generalist or HR business partner experience.
- Healthcare industry experience.
- Minimum of three (3)+ years of experience leading or managing HR professionals.
- Demonstrated experience working within a unionized environment, including grievance handling and collective bargaining agreement administration/interpretation.
- Experience conducting workplace investigations.
- Demonstrated experience advising senior leaders on workforce planning, organizational change, and talent strategy.
- Experience providing change management consulting and support.
- Proven ability to use data to influence decisions and measure impact.
- Working knowledge of federal and state employment law and healthcare regulatory requirements affecting HR practice (EEO/Title VII, ADA, FMLA, FLSA, NLRA, OSHA, CMS, Joint Commission).
- Skilled in labor relations practice, including grievance administration, contract interpretation, and maintaining a constructive union-management relationship.
- Strong investigative, analytical, and problem-solving skills; sound, defensible judgment on sensitive and confidential matters.
- Excellent interpersonal, coaching, and conflict-resolution skills across all levels of the organization, including frontline clinical and non-clinical staff, physicians, and executive leadership.
- High degree of discretion, integrity, and emotional composure when managing confidential and high-conflict situations.
- Ability to manage a broad and varied workload, prioritizing effectively across employee relations casework and generalist HR functions.
- Proficiency with HRIS systems, Microsoft Office, and HR reporting/analytics tools.
- Strong written and verbal communication skills, including preparing investigation reports, grievance responses, and policy communications.
- Demonstrated ability to build and maintain effective, collaborative relationships with individuals at all levels through trust, professionalism, integrity, active listening, and effective communication.
- Ability to establish credibility, foster positive working relationships, navigate differing perspectives, and build partnerships that support organizational goals.
Preferred:
- Master's degree in Human Resources, Business Administration, or a related field.
- Working knowledge of benefits administration, compensation practices, recruitment, workplace safety, and workers' compensation
Essential Functions
Team Leadership and Development
- Lead and coach a team of HR Workforce professionals, setting goals, giving feedback, and supporting career growth.
- Define the HR partnership model, including service expectations, roles, and deliverables, and allocate coverage and workload.
- Build team capability in consulting, data fluency, change management, and employee relations.
Strategic Workforce Partnership
- Lead organizational change efforts, including restructures and integrations, using a structured change management approach.
- Anticipate workforce risks, such as skills gaps, retention, and leadership readiness, and recommend proactive solutions.
- Identify opportunities to simplify processes and improve the employee and manager experience.
- Partner and collaborate with HR team, employees, service areas, and leaders across the organization to accomplish goals and objectives.
- Negotiate and work effectively with the CTHEA bargaining unit representatives and committees.
Talent and Performance
- Oversee performance management, promotion, succession, and high-potential identification to ensure fairness and consistency.
- Coach leaders on building high-performing teams, partnering with Talent Acquisition, L&D, and Total Rewards.
- Support AI and technology adoption, helping teams redesign roles and workflows.
Employee Relations and Risk Management
- Serve as the escalation point for complex ER matters, including investigations, mediation, and conflict resolution.
- Ensure legal and policy compliance, partnering with Legal, Compliance, and Risk Management.
- Analyze ER trends to recommend preventive actions, and ensure consistent case handling and documentation across the team.
- Maintain consistency and quality in case handling, documentation, and decision-making.
People Analytics and Insights
- Use workforce data, including turnover, engagement, and retention, to drive HR goals and measure initiative effectiveness.
- Present people insights and recommendations to organization and HR leadership.
Culture, Engagement, and Inclusion
- Drive engagement and retention strategies, including survey action planning and stay conversations.
- Champion an inclusive culture and reinforce company values through coaching and role modeling.
- Perform other duties as assigned.
