Health Management Associates
Senior HR Manager
Help lead the future of HR operations at HMA. Join a mission‑driven, rapidly growing organization as our newly created Senior HR Manager—designed to elevate HR operations, strengthen core processes, and enhance the employee experience. This hybrid position provides WFH flexibility and Okemos, MI in‑office collaboration while leading essential HR functions and guiding a high‑performing HR generalist team. You will influence the full employee lifecycle, including onboarding, performance management, employee relations, and engagement. If you are a collaborative, forward‑thinking HR leader who enjoys building structure, improving processes, and driving people‑centered initiatives, this role offers the opportunity to truly make your mark.
You are a strong fit for this role if you…
Bring eight or more years of progressive, multi‑state HR experience, including at least five years leading a team.
Have deep expertise in HR operations, employment law, and compliance.
Excel at coaching managers, navigating employee relations matters, and supporting high‑performance cultures.
Enjoy leading HR generalists and fostering a cohesive, service‑oriented HR team.
Thrive on hands‑on process improvement, operational efficiency, and strong systems and workflows.
Adapt well in a fast‑paced, evolving environment.
Have experience in consulting, healthcare, or professional services environments (preferred).
Job Summary The Senior HR Manager leads and oversees the day‑to‑day generalist Human Resources operations, ensuring consistency, legal compliance, and excellence in service delivery across the organization. This role supports strategic direction for core HR programs and drives process improvements. The Senior HR Manager supervises a team of (Sr) HR Specialists, ensures HR policy and legal compliance, and ensures effective execution of HR programs, including onboarding, performance management, colleague relations, document management and other cross‑functional support.
Responsibilities
Policy and Program Leadership
Oversee the implementation, communication, and continuous improvement of HR policies, procedures and compliance standards.
Ensure integrity, consistency and accuracy of HRIS data through regular audits and governance practices.
Team Leadership and Management
Recruit top talent and participate in the selection and orientation process.
Lead, mentor and develop the HR Specialist team, fostering a culture of collaboration, accountability, and excellence.
Ensure team alignment with organizational goals and provide ongoing performance feedback.
Labor Laws & Compliance Oversight
Monitor federal, state and local employment laws and ensure organizational adherence.
Oversee labor law posting compliance, regulatory updates and internal communication of changes.
Ensure firm‑wide compliance with EEO, affirmative action and related legal frameworks.
Colleague Relations Leadership
Serve as an advisor to HR team and leaders when responding to colleague relations, performance issues and conflict resolution.
Coach HR team and managers in effective performance discussions and documentation practices.
Lead investigations and escalates complex cases appropriately.
HR Documentation Governance
Ensure the accuracy and legal compliance of all employment records and documentation.
Oversee I‑9, E‑Verify and state‑specific notice requirements.
Supervise and ensure consistency with SOPs and HR generalist workflows.
Onboarding & Orientation Management
Oversee the new hire orientation program, ensuring consistency, engagement and a strong colleague experience.
Continuously evaluate and enhance onboarding processes to support retention and culture.
Job Description Management
Provide oversight of the job description process for new and updating JDs and addendums.
Support job analysis initiatives to ensure roles reflect current competencies and business needs.
Performance Management & Coaching
Guide leaders through performance goal setting, review cycles and colleague development practices.
Oversee the creation and execution of performance improvement plans (PIPs).
Cross‑Functional Leadership & Organizational Support
Serve as a point of contact for complex colleague inquiries, ensuring timely, consistent and well‑informed resolution through collaboration with HR leadership, cross‑functional partners and subject‑matter experts.
Provide leadership‑level oversight, backup support and training to critical HR functions, including benefit administration and leave management.
Colleague Engagement Leadership
Lead the execution of colleague engagement initiatives.
Oversee colleague surveys, interpretation of results and partners with leaders on action planning.
Reinforce company culture and values to maintain a positive, inclusive and high‑performance workplace.
Exit & Offboarding Oversight
Oversee and manage offboarding processes, ensuring consistency and insights through exit interviews.
Monitor temporary placements, interns and fellows, ensuring proper lifecycle management.
All other duties as assigned.
Qualifications Education/Training Minimum of a bachelor’s degree in business, human resources management or other related field is required. Master’s degree preferred. Certification in SHRM and/or HRCI certification is required.
Experience Minimum of 8 years of progressive human resources experience is required, with at least 5 years of supervisory experience, preferably in a multi‑state environment. Proven experience leading HR operations or serving as a senior HR generalist with managerial‑level decision‑making and supervisory experience. High proficiency with HRIS systems (e.g., UKG Pro) and the MS Office suite. Experience in a consulting, healthcare or professional services environment is strongly preferred.
Knowledge, Skills and Abilities
Superior level of interpersonal skills to manage sensitive and confidential information.
Demonstrated knowledge in human resource management.
Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Exceptional oral and written communication skills.
Extensive knowledge of computer software including MS Office, DocuSign, Adobe and Smartsheet.
Proficiency with UKG Pro and iCIMS recruiting platforms.
Excellent attention to detail.
Solid time management skills.
Strong analytic skills.
Ability to adjust actions in relation to the actions of others.
Ability to multi‑task and adhere to strict deadlines.
Ability to manage significant recurring responsibilities with unpredictable short‑term demands.
Ability to interpret multiple state laws and guidelines in conjunction with federal laws and guidelines.
Ability to maintain a high level of confidentiality.
Core Competencies Job Level Competencies
Project Management – Coordinates project phases, resources and deliverables independently.
Cross‑Functional Coordination – Coordinates tasks and timelines across departments or teams.
Team Development – Provides feedback and coaching to support others’ growth.
Job Specific Competencies
Colleague Relations Leadership – Provides leadership oversight for colleague relations, performance management and issue resolution.
HR Operations Leadership – Leads daily HR generalist operations to ensure consistency, compliance and service excellence.
HR Team Development – Builds a capable HR team through coaching, accountability and skill development.
People Leadership Competencies
Coaching: Builds the capability of direct reports through clear guidance, steady feedback and intentional development.
Gives direct, timely feedback tied to expectations.
Identifies strengths and growth areas with practical next steps.
Assigns stretch work with clear context and success criteria.
Supports colleagues in building development plans that align with role expectations.
Performance Leadership: Sets expectations, monitors progress and manages performance with fairness and consistency.
Defines goals that match level and scope.
Holds regular check‑ins that focus on progress and obstacles.
Addresses performance concerns early with clarity and support.
Makes performance decisions that align with organizational standards.
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60‑1.35(c)
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You are a strong fit for this role if you…
Bring eight or more years of progressive, multi‑state HR experience, including at least five years leading a team.
Have deep expertise in HR operations, employment law, and compliance.
Excel at coaching managers, navigating employee relations matters, and supporting high‑performance cultures.
Enjoy leading HR generalists and fostering a cohesive, service‑oriented HR team.
Thrive on hands‑on process improvement, operational efficiency, and strong systems and workflows.
Adapt well in a fast‑paced, evolving environment.
Have experience in consulting, healthcare, or professional services environments (preferred).
Job Summary The Senior HR Manager leads and oversees the day‑to‑day generalist Human Resources operations, ensuring consistency, legal compliance, and excellence in service delivery across the organization. This role supports strategic direction for core HR programs and drives process improvements. The Senior HR Manager supervises a team of (Sr) HR Specialists, ensures HR policy and legal compliance, and ensures effective execution of HR programs, including onboarding, performance management, colleague relations, document management and other cross‑functional support.
Responsibilities
Policy and Program Leadership
Oversee the implementation, communication, and continuous improvement of HR policies, procedures and compliance standards.
Ensure integrity, consistency and accuracy of HRIS data through regular audits and governance practices.
Team Leadership and Management
Recruit top talent and participate in the selection and orientation process.
Lead, mentor and develop the HR Specialist team, fostering a culture of collaboration, accountability, and excellence.
Ensure team alignment with organizational goals and provide ongoing performance feedback.
Labor Laws & Compliance Oversight
Monitor federal, state and local employment laws and ensure organizational adherence.
Oversee labor law posting compliance, regulatory updates and internal communication of changes.
Ensure firm‑wide compliance with EEO, affirmative action and related legal frameworks.
Colleague Relations Leadership
Serve as an advisor to HR team and leaders when responding to colleague relations, performance issues and conflict resolution.
Coach HR team and managers in effective performance discussions and documentation practices.
Lead investigations and escalates complex cases appropriately.
HR Documentation Governance
Ensure the accuracy and legal compliance of all employment records and documentation.
Oversee I‑9, E‑Verify and state‑specific notice requirements.
Supervise and ensure consistency with SOPs and HR generalist workflows.
Onboarding & Orientation Management
Oversee the new hire orientation program, ensuring consistency, engagement and a strong colleague experience.
Continuously evaluate and enhance onboarding processes to support retention and culture.
Job Description Management
Provide oversight of the job description process for new and updating JDs and addendums.
Support job analysis initiatives to ensure roles reflect current competencies and business needs.
Performance Management & Coaching
Guide leaders through performance goal setting, review cycles and colleague development practices.
Oversee the creation and execution of performance improvement plans (PIPs).
Cross‑Functional Leadership & Organizational Support
Serve as a point of contact for complex colleague inquiries, ensuring timely, consistent and well‑informed resolution through collaboration with HR leadership, cross‑functional partners and subject‑matter experts.
Provide leadership‑level oversight, backup support and training to critical HR functions, including benefit administration and leave management.
Colleague Engagement Leadership
Lead the execution of colleague engagement initiatives.
Oversee colleague surveys, interpretation of results and partners with leaders on action planning.
Reinforce company culture and values to maintain a positive, inclusive and high‑performance workplace.
Exit & Offboarding Oversight
Oversee and manage offboarding processes, ensuring consistency and insights through exit interviews.
Monitor temporary placements, interns and fellows, ensuring proper lifecycle management.
All other duties as assigned.
Qualifications Education/Training Minimum of a bachelor’s degree in business, human resources management or other related field is required. Master’s degree preferred. Certification in SHRM and/or HRCI certification is required.
Experience Minimum of 8 years of progressive human resources experience is required, with at least 5 years of supervisory experience, preferably in a multi‑state environment. Proven experience leading HR operations or serving as a senior HR generalist with managerial‑level decision‑making and supervisory experience. High proficiency with HRIS systems (e.g., UKG Pro) and the MS Office suite. Experience in a consulting, healthcare or professional services environment is strongly preferred.
Knowledge, Skills and Abilities
Superior level of interpersonal skills to manage sensitive and confidential information.
Demonstrated knowledge in human resource management.
Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Exceptional oral and written communication skills.
Extensive knowledge of computer software including MS Office, DocuSign, Adobe and Smartsheet.
Proficiency with UKG Pro and iCIMS recruiting platforms.
Excellent attention to detail.
Solid time management skills.
Strong analytic skills.
Ability to adjust actions in relation to the actions of others.
Ability to multi‑task and adhere to strict deadlines.
Ability to manage significant recurring responsibilities with unpredictable short‑term demands.
Ability to interpret multiple state laws and guidelines in conjunction with federal laws and guidelines.
Ability to maintain a high level of confidentiality.
Core Competencies Job Level Competencies
Project Management – Coordinates project phases, resources and deliverables independently.
Cross‑Functional Coordination – Coordinates tasks and timelines across departments or teams.
Team Development – Provides feedback and coaching to support others’ growth.
Job Specific Competencies
Colleague Relations Leadership – Provides leadership oversight for colleague relations, performance management and issue resolution.
HR Operations Leadership – Leads daily HR generalist operations to ensure consistency, compliance and service excellence.
HR Team Development – Builds a capable HR team through coaching, accountability and skill development.
People Leadership Competencies
Coaching: Builds the capability of direct reports through clear guidance, steady feedback and intentional development.
Gives direct, timely feedback tied to expectations.
Identifies strengths and growth areas with practical next steps.
Assigns stretch work with clear context and success criteria.
Supports colleagues in building development plans that align with role expectations.
Performance Leadership: Sets expectations, monitors progress and manages performance with fairness and consistency.
Defines goals that match level and scope.
Holds regular check‑ins that focus on progress and obstacles.
Addresses performance concerns early with clarity and support.
Makes performance decisions that align with organizational standards.
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60‑1.35(c)
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