Human Resources Manager (Human Resources)

Position Summary:
The HR Manager is responsible for overseeing and managing all aspects of the human resources function within the organization. This includes recruitment, onboarding, employee relations, performance management, compensation and benefits, compliance with labor laws, and fostering a positive organizational culture. The HR Manager serves as a strategic partner to management and a resource for employees, ensuring that HR practices support the company's goals and values.

Essential Functions:

Recruitment and Staffing

Develop and implement recruiting strategies to attract qualified medical and administrative staff across multiple locations
Coordinate hiring processes including job postings, interviews, background checks, and onboarding

Employee Orientation and Training

Organize orientation programs for new hires to familiarize them with company policies and medical practice standards
Plan ongoing training and professional development tailored to healthcare roles and regulatory compliance

Compliance and Regulatory Management

Ensure compliance with healthcare labor laws, OSHA regulations, HIPAA, and other relevant standards across all locations
Manage credentialing and licensing requirements for medical professionals

Performance Management

Establish performance metrics and appraisal systems suitable for medical and administrative roles
Address performance issues and implement improvement plans

Employee Relations and Conflict Resolution

Foster a positive work environment that supports collaboration among clinical and administrative teams
Mediate disputes and manage grievance procedures professionally and confidentially

Compensation and Benefits Administration

Design and manage competitive salary structures and benefits packages, including health insurance and retirement plans
Coordinate payroll processes in collaboration with finance departments

Workforce Planning and Scheduling

Assist in developing staffing plans to meet patient care demands at different locations
Oversee scheduling to ensure adequate coverage and minimize overtime

Health and Safety Management

Monitor workplace safety practices and implement preventive measures specific to clinical environments
Coordinate employee health programs, including immunizations and occupational health screenings

Policy Development and Implementation

Create, update, and enforce HR policies and procedures tailored to medical practice operations and multi-location needs
Communicate policies consistently across all sites

HR Information Systems Management

Maintain and utilize HR software for employee records, recruitment, and compliance tracking
Generate reports for management to aid in decision-making

Employee Engagement and Retention

Develop initiatives to improve job satisfaction and retain skilled healthcare professionals
Conduct surveys and feedback sessions to gauge employee morale and identify improvement areas

Coordination with Leadership

Collaborate with practice managers and department heads to align HR strategies with patient care goals
Provide guidance on staffing needs, organizational changes, and workforce optimization

Additional Duties as Assigned

Perform any other HR-related tasks or responsibilities as requested by senior management or company leadership to support the overall effectiveness and efficiency of the medical practice across all locations.
Adapt to emerging organizational needs, including special projects, cross-departmental initiatives, or urgent operational requirements.
Remain flexible to assist with tasks outside the standard HR scope when necessary to ensure smooth day-to-day operations and patient care support.

Qualifications:
Education:
· Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field is required.
· Master's degree in Human Resources, MBA, or a related discipline is preferred.
Experience:
· Minimum of 5-7 years of progressive experience in human resources, with at least 2-3 years in a managerial or supervisory capacity.
· Demonstrated experience in multiple HR functional areas such as recruitment, employee relations, benefits administration, performance management, compliance, and policy development.
· Experience supporting or advising leadership teams and participating in strategic planning.
Certifications:
· Professional HR certification preferred (e.g., SHRM-CP/SCP, PHR/SPHR).
Skills:
· Strong interpersonal and communication skills
· Leadership and strategic thinking
· Problem-solving and decision-making
· Knowledge of employment laws and HR best practices
· Proficiency in OnePoint and Microsoft Office Suite
Physical Demands and Work Environment
The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.
Physical Demands:
· While performing the duties of this job, the employee is regularly required to sit for extended periods, use hands and fingers to operate a computer keyboard and other office equipment, and communicate clearly through speech and hearing.
· The role may involve occasional standing, walking, reaching with arms and hands, and light lifting or moving of objects up to 15 pounds.
· Visual acuity is required for reading, working on a computer, and reviewing detailed documents.
Work Environment:
· This position operates in a professional office environment with typical office noise levels and lighting.
· The employee may be required to travel periodically to attend meetings, conferences, or visit company locations. Travel may include air, train, or car transportation and may occasionally require overnight stays.
· The ability to manage time effectively and work in various settings (office, remote, client sites) is essential.

Note: MFA reserves the right to revise or adjust job responsibilities as needed. This job description is intended to provide a general overview of the role and does not encompass all possible duties. Responsibilities and requirements may change in response to evolving business needs or organizational priorities.