Human Resources Manager - FT

Join a growing HR team dedicated to supporting high-quality behavioral health care across the Southeast. We’re hiring a hands-on Human Resources Manager to lead payroll & benefits administration, performance management, employee relations, and training—ensuring our teams have the support they need to deliver exceptional care.

This is a fully remote role, but candidates must reside within our footprint: SC, TN, FL, GA, AL, NC, or KY.

About us

Our team is dedicated to improving access to mental health care for those who need it most. With both inpatient and outpatient clinics across 9 states and over 30 facilities, we are a growing organization that believes every team member plays a vital role in the patient journey. We provide competitive compensation, aggressive benefits, and cultivate a culture of growth and collaboration, allowing you to have a hand in shaping our evolving services. If you are passionate about mental health and are ready to make a meaningful impact, we invite you to join our team and help drive positive change in our communities.

What you will do

PRIMARY DUTIES AND RESPONSIBILITIES

HR Operations and Payroll/Benefits Administration

Manage day-to-day HR operations including employee inquiries, personnel changes, job and compensation documentation, leave coordination, and separations. Serve as primary management-level contact for payroll issues: intake, research, coordination with Payroll and Finance, employee communication, correction tracking, trend analysis, and escalation of unresolved/material errors. Administer benefits processes and enrollment activities in partnership with Finance/Payroll and benefit vendors; support benefit-eligibility questions, status changes, and open-enrollment readiness. Maintain accurate HR records, HRIS data, personnel files, and policy acknowledgment tracking in accordance with retention standards and compliance requirements. Coordinate with Recruiting and Hiring leaders to ensure timely onboarding handoffs and accurate new-hire data for payroll and benefits setup. Employee Relations, Investigations, and Performance Management

Act as first management-level resource for employee relations, including attendance issues, performance concerns, conflict resolution, and policy interpretation. Coach supervisors on documentation, constructive feedback, consistent policy application, and appropriate corrective actions. Lead objective employee investigations: intake, interview coordination, evidence review, findings documentation, recommended actions, communication, and follow-up; escalate legal, high-risk, or executive matters to the AVP. Administer the performance-management program: goal-setting and review cycles, performance improvement plans (PIPs), corrective actions, manager coaching, documentation standards, and completion monitoring. Drive employee engagement, retention, and recognition initiatives informed by workforce trends and leadership priorities. Maintain neutrality, discretion, and confidentiality in all employee matters. Training and Learning Administration

Own the enterprise training program administration: assignment, scheduling, tracking, completion monitoring, documentation, and periodic content review with subject-matter owners. Manage onboarding and orientation operations related to training readiness, required training assignment, completion tracking, and resolution of recurring handoff issues. Partner with leaders to identify training needs and implement targeted learning programs (manager training, performance coaching, compliance training, etc.). Document standard operating procedures and cross-train HR staff to ensure continuity and scalability Compliance, Reporting, and Process Improvement

Ensure HR operations comply with federal and state employment laws, wage-and-hour rules, leave/accommodation requirements, EEO obligations, and company policy. Monitor HRIS and personnel records for accuracy; coordinate periodic audits and remediate exceptions. Prepare information for unemployment claims, audits, litigation holds, insurance requests, and counsel review as requested. Maintain dashboards and recurring reports for payroll/benefits issues, onboarding readiness, performance management, training completion, employee relations activity, and HR service levels. Analyze recurring HR issues and implement process, policy, or system improvements to increase accuracy and efficiency; support HRIS configuration, testing, and data cleanup projects. Team Leadership

Supervise and develop assigned HR staff; manage workloads, priorities, service expectations, and coverage plans. Hold regular team check-ins, monitor service requests/aging items, and ensure commitments to leaders and employees are met. Provide clear status updates, risks, and recommended actions to the AVP. KEY PERFORMANCE MEASURES

Responsiveness and resolution time for HR requests, payroll and benefits issues, and employee relations matters. Accuracy and timeliness of payroll corrections and benefits administration. Performance management completion rates, PIP outcomes, and timeliness of corrective actions. Training assignment completion and onboarding training readiness. HRIS data integrity, personnel-file completeness, and compliance audit results. Quality and timeliness of employee-relations documentation and investigations.

ATS provider: Paylocity.