Overview
Position:Manager, Human Resources
FLSA Classification:Exempt
Reports to:Director of Human Resources
Supervises:HR Generalistsand Onboarding Coordinator
Purpose:As a key member of the People team, the Manager of Human Resources leads the organization's employee relations practice and serves as the senior process owner for investigations, performance management, and manager enablement. This role is the primary point of contact for all employee relations matters at BI;triaging intake, assigning investigations to the appropriate HR staff, reviewing documentation, and issuing final reports. The HR Manager also provides direct HR support to Home Office employees and leaders and supervises the HR Generalist team. By building strong processes, training managers to handle routine personnel matters with confidence, and holding a consistent standard of HR excellence, this role creates meaningful capacity for the HRBP team to focus on strategic field partnership rather than repeat tactical work.
Essential Duties & Responsibilities:
Outcomes:
- Employee Relations Excellence: Serve as the enterprise-wide point of contact for ER matters. Achieve ≥95% of ER cases resolved within published SLAs with complete documentation and consistent application of policy.
- Manager Capability: Measurable reduction in HRBP hours spent on repeat tactical ER matters by end of Year 1 through manager training, tools, and SOPs. Target: HRBPs reclaim a minimum of 25% of their weekly ER-related time for strategic partnership work.
- Investigation Integrity: 100% of HR investigations follow the standardized intake-to-closure SOP; all final reports reviewed and issued by the HR Manager with zero material compliance findings.
- Performance Management System: Own the design, execution, and continuous improvement of BI's performance management cycles. Achieve ≥95% on-time completion of reviews and documented development plans across all eligible employees.
- Home Office Support: Provide responsive, high-quality HR partnership to Home Office employees and leaders; maintain ≥90% internal client satisfaction based on structured feedback.
- Team Development: Develop HR Generalists into confident, accountable operators through weekly coaching, documented development plans, and progressive scope. Build promotional readiness within 12-18 months.
- Process Infrastructure: Build and maintain the SOP library for all ER, performance management, and HRG functions,such that processes survive transitions and operate consistently regardless of who is in seat.
Responsibilities:
Employee Relations & Investigations:
- Serve as the single point of contact for all employee relations matters at BI, including intake, triage, and assignment to the appropriate HR team member for investigation.
- Own the end-to-end investigation process: maintain the investigation SOP, coach assigned investigators, review evidence and documentation, and issue all final investigation reports.
- Partner with outside legal counsel on complex, high-risk, or escalated matters in coordination with the Director of HR and Chief People Officer.
- Maintain confidentiality, objectivity, and consistent policy application across all ER matters; ensure findings are defensible and appropriately documented.
- Monitor ER trends and escalate systemic issues or areas of risk to the Director of HR with recommended action plans.
Manager Enablement & Training:
- Design, deliver, and maintain a manager training curriculum focused on routine personnel situations; documentation, coaching conversations, performance feedback, policy application, and when to escalate to HR.
- Build self-service tools, templates, and quick-reference guides that equip managers to handle common ER matters with confidence, reducing unnecessary HRBP involvement.
- Partner with HRBPs and field leaders to identify recurring issues and convert them into training content or process improvements.
Performance Management:
- Own the performance management system end-to-end,annual and interim cycles, calibration, documentation standards, and continuous improvement of the process.
- Partner with managers and HRBPs on Performance Improvement Plans (PIPs), ensuring timely action, appropriate documentation, and consistent standards across the organization.
- Drive completion, quality, and usefulness of performance reviews; build reporting and analytics that inform talent and compensation decisions.
Home Office HR Support:
- Serve as the primary HR partner to Home Office employees and leaders on ER matters, policy guidance, and day-to-day HR support.
- Partner with the Director of HR on Home Office initiatives, engagement, and culture work.
Team Leadership:
- Directly supervise the HR Generalist team; set expectations, provide coaching, and hold the team accountable for quality, accuracy, and timeliness.
- Develop HR Generalists through weekly 1:1s, documented development plans, and progressive scope aligned to individual growth.
- Partner with the Director of HR on team resourcing, workload balancing, and cross-functional collaboration with Payroll & Benefits, Talent Acquisition, and Learning & Development.
Other:
- Lead small-to-medium strategic projects as assigned by the Director of HR.
- Maintain and continuously improve the SOP library for all owned functions.
- Performs other duties as assigned.
Qualifications:
- Bachelor's degree in Human Resources, Business Administration, or related field; Master's preferred. Equivalent professional experience may be substituted for education, education may be substituted for experience, or a combination of the two may be considered.
- Minimum5years of progressive HR experience with demonstrated depth in employee relations and investigations; prior people leadership experience strongly preferred.
- PHR, SPHR, SHRM-CP, or SHRM-SCP strongly preferred.
- Proven track record leading complex ER matters from intake through resolution, including partnership with legal counsel on high-risk cases.
- Demonstrated experience building and scaling HR processes, SOPs, and manager training programs.
- Strong working knowledge of federal and multi-state employment law, including Title VII, ADA, FMLA, FLSA, and related regulations.
- Experience owning or administering a performance management system/cycle.
- Excellent written and verbal communication; ability to produce defensible investigation reports and clear, actionable manager guidance.
- Sound judgment, discretion, and ability to handle highly sensitive matters with confidentiality and objectivity.
- Proficient in HRIS/HCM platforms and Microsoft Office (Word, Excel, PowerPoint, Outlook).
- Experience in healthcare, ABA, or other multi-site, field-based organizations strongly preferred.
Professional:
- Demonstrates BI cultural values: Caring, Accountable, Collaborative, and Family-Focused. Adheres to all policies and procedures (Code of Conduct, HIPAA, documentation standards, etc.).
Physical Demands/Work Environment:
This is a high growth, fast paced organization, and the work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Mental acuity to collect and interpret data, evaluate, reason, define problems, establish facts, draw valid conclusions, and make valid judgments and decisions.
- Must be able to receive detailed information through verbal and written communication.
- Must be able to communicate, convey, and exchange information through verbal and written communication.
- See near and far distances and distinguish colors.
- Noise level is low to moderate.
Physical Demands
Occasional (1-33%)
Frequent (34-66%)
Constant (67-100%)
Light physical activity performing non-strenuous daily activities of an administrative nature (sitting, standing, walking)
X
Operates a computer and other office equipment such as copy machine and printer
X
Repetitive motions of the wrists, hands, and/or fingers
X
Ability to lift up to 25 lbs.
X
Travel Requirement
X
Must be able to occasionally stand, walk, stoop, kneel, crouch, crawl, reach with hands and arms. Regularly sit, talk, see close, frequently perform fine motor tasks, cope with noise levels most times moderate, but will occasionally get loud, occasionally lift or move up to 50 pounds.
Please Note: BI can add to or remove duties as often as needed.
I have read, understood and will commit to the above-mentioned job responsibilities and expectations.
