Senior HR Manager

Help lead the future of HR operations at HMA.

Join a mission-driven, rapidly growing organization as our Senior HR Manager—a newly created role designed to elevate HR operations, strengthen core processes, and enhance the employee experience.

This hybrid position provides both work-from-home 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.

Work Performed and Job Requirements

• Policy and Program Leadership
  • Oversees the implementation, communication, and continuous improvement of HR policies, procedures and compliance standards.
  • Ensures integrity, consistency and accuracy of HRIS data through regular audits and governance practices.
• Team Leadership and Management
  • Recruits top talent and participates 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
  • Monitors federal, state and local employment laws and ensure organizational adherence.
  • Oversees labor law posting compliance, regulatory updates, and internal communication of changes.
  • Ensures firmwide compliance with EEO, Affirmative Action, and related legal frameworks.
• Colleague Relations Leadership
  • Serves as an advisor to HR team and leaders when responding to colleague relations, performance issues, and conflict resolution.
  • Coaches HR team and managers in effective performance discussions and documentation practices.
  • Leads investigations and escalates complex cases appropriately.
• HR Documentation Governance
  • Ensures the accuracy and legal compliance of all employment records and documentation.
  • Oversees I-9, E-Verify, and state specific notice requirements.
  • Supervises and ensures 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 evaluates and enhances onboarding processes to support retention and culture.
• Job Description Management
  • Provides oversight of the job description process for new and updating JDs and Addendums.
  • Supports job analysis initiatives to ensure roles reflect current competencies and business needs.
• Performance Management & Coaching
  • Guides leaders through performance goal setting, review cycles, and colleague development practices.
  • Oversees the creation and execution of performance improvement plans (PIPs).
• Cross-Functional Leadership & Organizational Support
  • Serves 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.
  • Provides leadership level oversight, backup support and training to critical HR functions, including benefit administration and leave management.
• Colleague Engagement Leadership
  • Leads the execution of colleague engagement initiatives.
  • Oversees colleague surveys, interpretation of results, and partners with leaders on action planning.
  • Reinforces 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.
  • Monitors temporary placements, interns, and fellows, ensuring proper lifecycle management.
• All other duties as assigned.

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)