Human Resources Manager

Company Description:

Align ENT and Allergy (“Align”) is a community of ENT and allergy practices committed to exceptional healthcare. Align is building a Management Services Organization (MSO) to support ENT practices that prefer to remain independent yet benefit from professional management. In our early stages, we are focusing on building a top-notch professional services organization that supports ENT and Allergy physicians and practices, so they can focus their expertise on taking care of patients. With a strong, intentional culture, we are passionate about what we do and building an organization that makes a difference in supporting our practices.

Summary:

The HR Manager is responsible for varied day-to-day human resources responsibilities including payroll oversight, benefits administration, leave management, onboarding, employee relations, policy/handbook development, compliance and risk management, and new practice HR integrations.

The HR Manager will support Align’s growth by driving the HR integration process for new practice partnerships, including HR, payroll, and benefits integrations of new employees. This also includes various activities in the payroll/HCM system and smooth onboarding and welcoming of employees.

The HR Manager works collaboratively with various functional areas, including operations to develop, enact, and monitor human resources initiatives and programs to support the business.

Essential Duties and Responsibilities:

Practice M&A Integrations:

• Perform due diligence review of employee benefits, retirement plans, human resources, and handbooks for new acquisition targets.  Working with operations, make recommendations for smooth integration of new teams into Align.
• Perform detailed analysis on incoming employees to ensure we are appropriately reviewing and understanding gaps in benefits and compensation.
• Facilitate new practice integration and transition activities such as preparing offer letters, FAQs, and benefits presentations.
• Meet with employees during integration, answering questions and presenting information, which may include on-site meetings in person or virtually.

Talent Management & Employee Relations

• Provide support for practice employee relations issues that arise, advising managers, partners and/or doctors on how to handle issues in alignment with our policies and HR best practices.  This includes coaching, verbal, and written documents such as warnings and performance improvement plans (PIPs).
• Conducts employee investigations and makes recommendations for resolution of issues, as needed.
• Develop and maintain compliant, company-wide job descriptions, ensuring employees understand their roles and expectations. 
• Manage leaves of absences and work with PEO to ensure compliance.

Compliance & Risk Management

• Responsible for staying abreast of federal, state, and local regulations and making recommendations to leadership.

• Coordinates resolution of non-routine, complex employee leaves including, but not limited to ADA interactive dialogues, accommodation requests and FMLA management.
• Assist with policy and handbook development, consistently reviewing policies and practices to ensure we are current with requirements and business needs.
• Provide support to employees and management on interpretation of policies to meet business needs.
• Seek additional support on policies from legal counsel or other resources, when needed.

Recruiting & Onboarding:

• Performs recruitment for corporate team and provides support to practices on staff roles.
• Oversees and manages applicant tracking system (ATS).
• Coordinates background checks and ensures the appropriate healthcare sanctions checks are completed.
• Helps facilitate the seamless integration of onboarding new employees into the organization by building and implementing new processes for a paperless onboarding system.
• Ensures I-9 compliance.
• Develop and maintain a best-in-class onboarding experience for new hires.

Training and Development:

• Assist operations leadership on development of various training initiatives including practice manager training, HR training and other training projects including development of content and delivery of training, both in-person and via webinar.

Recommend improvements to HR processes from an efficiency and effectiveness standpoint. 

Perform other related duties as assigned in a growing, ever-changing new organization.

Serve as a backup for payroll processing.

Requirements

Qualifications: 

• Bachelor’s degree in business, human resources, or equivalent.  
• 7+ years’ experience in a human resources generalist or business partner role. Prior HR management experience preferred.
• Multi-site healthcare and M&A experience preferred.
• Proven track record of applying HR best practices to support organizational objectives.
• Technical experience with various HR systems a plus, including applicant tracking, payroll and HRIS.  Must have advanced computer skills, including Word, Excel & Power Point. 
• HR certification preferred (PHR/SPHR, SHRM-CP/SCP)
• Thorough understanding of HR policies and processes, including federal, state and local employment laws.  

Ideal Candidates will Possess:

• Strong problem-solving capability, with the ability to identify an issue, come up with a solution that follows company policy and HR regulations with the ability and confidence to execute and resolve issues independently. 
• Ability to work well under pressure and with constantly changing priorities, while keeping cool and professional. 
• Must have excellent verbal and written communication skills, with a high sense of urgency, ability to effectively communicate sensitive and confidential information and desire to provide a high-level of service to employees, managers, and physicians.
• Must be detail-oriented and able to work independently as well as within a team. Comfortable with the ambiguity of a new organization and HR function, as well as functioning as a HR department of one.