Human Resource Manager

Description Location: Indianapolis, Indiana

• Headquarters Office Work Arrangement: On-site Travel: Regular periodic travel to company centers and business locations Reports To: Vice President of Human Resources Direct Reports: HR Coordinator Position Summary: The HR Manager is a hands-on operational HR leader responsible for ensuring consistent, compliant, and effective execution of people practices across a growing, multi-state healthcare organization. This role is designed for an experienced HR professional who understands the complexity of supporting both a geographically dispersed field workforce and a corporate headquarters environment. Reporting to the Vice President of Human Resources, the HR Manager serves as the primary operational implementer of HR strategy. The role owns and advances day-to-day HR execution across employee relations, employment compliance, HR operations, investigations, leave and accommodation processes, HRIS administration, workforce compliance, policy implementation, and employee documentation. Success in this position requires the ability to operate credibly across very different employee populations. The ability to adjust communication style without compromising consistency, compliance, or sound judgment is essential. This role is based on-site at the Indianapolis headquarters office and serves as a visible day-to-day HR and workplace leadership presence for approximately 25 headquarters-based employees across multiple functions. The HR Manager also directly supervises an HR Coordinator who supports Human Resources, Talent Acquisition, and Learning & Development. Key Responsibilities: 1. Employee Relations, Investigations & Leader Support
• Serve as a primary operational resource for employee relations matters across centers and corporate functions.
• Advise managers on performance concerns, attendance, conduct, workplace conflict, policy interpretation, corrective action, and separation processes.
• Conduct fair, timely, well-documented workplace investigations involving employee complaints, misconduct allegations, policy concerns, interpersonal conflict, and other sensitive matters.
• Assess facts, identify risk, distinguish between performance, conduct, compliance, and legal issues, and determine when escalation is required.
• Prepare clear and defensible investigation documentation, findings summaries, employee communications, corrective actions, and related records.
• Partner with the Vice President of Human Resources and employment counsel on high-risk, complex, or legally sensitive matters.
• Maintain consistency across locations while recognizing differences in state law, local requirements, workforce dynamics, and operational context.
• Identify trends across employee relations matters and recommend operational interventions when recurring issues emerge. 2. Multi-State Employment Compliance
• Support compliant HR operations across multiple states, jurisdictions, and time zones.
• Apply working knowledge of federal employment requirements, including:
• Fair Labor Standards Act (FLSA)
• Family and Medical Leave Act (FMLA)
• Americans with Disabilities Act (ADA)
• Equal Employment Opportunity and EEOC requirements
• Wage-and-hour principles
• Anti-discrimination and anti-retaliation requirements
• Develop and maintain familiarity with applicable state and local leave laws, paid sick leave requirements, wage-and-hour rules, final pay requirements, and other jurisdiction-specific employment obligations.
• Partner with legal counsel when matters require specialized legal interpretation or heightened risk assessment.
• Support employment-related audits, agency inquiries, claims, and documentation requests.
• Maintain reliable compliance calendars, workflows, documentation standards, and escalation protocols.
• Help ensure changes in employment requirements are translated into updated policies, systems, manager guidance, and operational practices. 3. Leave, Accommodation & Complex Case Administration
• Oversee and coordinate day-to-day administration of employee leave and accommodation processes.
• Navigate FMLA, ADA, state and local leave requirements, workers’ compensation-related work restrictions, and other overlapping employee circumstances.
• Ensure required notices, certifications, interactive-process documentation, follow-up, and case records are timely and complete.
• Work effectively with employees, managers, benefits resources, healthcare documentation, and legal counsel when cases are complex.
• Recognize situations involving overlapping legal or operational considerations and escalate appropriately.
• Maintain a consistent, well-documented, employee-centered, and compliance-focused approach to case administration. 4. HR Operations & Scalable Execution
• Lead reliable execution of day-to-day HR operations across the employee lifecycle.
• Translate HR strategy established by the Vice President of Human Resources into practical workflows, tools, processes, communications, and accountability.
• Oversee employee records, employment changes, HR documentation, personnel actions, and related workflows.
• Serve as a key point of contact for benefits and compensation administration, coordinating with internal stakeholders and external partners as needed.
• Oversee operational processes related to workers’ compensation, unemployment claims, leave documentation, employment verifications, and other core HR administration.
• Conduct recurring audits of HR processes and documentation to identify compliance gaps, inconsistent practices, process failures, or opportunities for improvement.
• Build and maintain SOPs, templates, checklists, manager tools, and repeatable workflows.
• Ensure HR operations remain effective as the organization grows, opens new locations, enters new states, and increases workforce complexity. 5. HRIS, Data Quality & Process Discipline
• Support day-to-day administration, integrity, and effective use of the HRIS and related HR technology.
• Maintain strong standards for employee data accuracy, documentation completeness, workflow execution, and system controls.
• Conduct routine audits to identify data discrepancies, incomplete records, workflow failures, and process gaps.
• Partner cross-functionally to resolve system and process issues affecting HR, Payroll, Talent Acquisition, Learning & Development, Finance, IT, or operational teams.
• Identify opportunities to simplify processes, improve automation, strengthen controls, and reduce manual or inconsistent work.
• Use HR data and operational metrics to identify trends, monitor execution, and support decision-making. 6. Healthcare Workforce Compliance
• Support the additional workforce compliance requirements associated with operating a multi-state healthcare organization.
• Partner with internal stakeholders to maintain consistent processes related to:
• Healthcare sanctions and exclusion screenings
• Fingerprint clearance requirements
• Criminal background checks
• Abuse and neglect registry checks
• State-specific workforce eligibility requirements
• Role-specific credential or clearance documentation
• Ongoing employee eligibility monitoring
• Ensure exceptions, adverse findings, missing documentation, and eligibility concerns are escalated and addressed appropriately.
• Work across HR, Operations, Clinical Leadership, Compliance, and legal resources when workforce eligibility issues arise.
• Understand that healthcare employment decisions may involve requirements beyond general employment law and standard HR practice. 7. Field and Corporate Workforce Partnership
• Support a workforce spanning center-based frontline employees, early-career professionals, paraprofessional team members, licensed clinicians, multidisciplinary professionals, operational leaders, corporate functions, and executives.
• Build credibility with employees and leaders across different levels of professional experience, education, licensure, and