Human Resources Manager

Unity Hospice; De Pere (WI); Hybrid; USD 90,000 - 120,000; Full time

Benefits offered by this job

Health Insurance

PTO

Education assistance

403(b) retirement plan

Leadership development

Job summary

Unity Hospice in De Pere, Wisconsin, is seeking an experienced Human Resources Manager for a hybrid role. You will lead HR operations, compliance, and strategic people practices across the organization, guiding executive stakeholders and ensuring data-driven decisions.

You will supervise HR processes including benefits, FMLA, audits, and compliance programs, while partnering with leaders on culture, performance, and talent management.

Qualifications

• Bachelor's degree required; seven years HR experience; five years in a leadership role.
• Experience in a mid-size organization (200–500 employees).
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification required.
• Master's in HR or MBA with HR concentration preferred.

Responsibilities

• Lead benefits and leave administration for corporate programs.
• Administer FMLA, disability, and state leave regulations.
• Ensure compliance by directing Form 5500, welfare plans.
• Oversee annual Retirement Plan Audit and ACA reporting.
• Coordinate Workers' Compensation and return-to-work programs.
• Manage relations with brokers, TPAs, and software vendors.
• Own HRIS data as system administrator and data owner.

Skills

Executive stakeholder influence

HR operations leadership

Policy compliance

Data-driven decision making

Change management

Education

Bachelor's degree in HR or related

Master's in HR or MBA with HR concentration

SHRM-CP/SHRM-SCP/PHR/SPHR certification

Tools

HRIS

Job description

Unity Hospice is hiring a Human Resources Manager in De Pere, WI (hybrid) to lead HR operations, compliance, and strategic people practices across the organization.

Responsibilities

• Lead benefits and leave administration for corporate programs including health, welfare, and retirement.
• Serve as primary administrator for FMLA, disability, and applicable state leave regulations.
• Ensure compliance by directing preparation and filing of Form 5500 Welfare Plans.
• Lead the annual Retirement Plan Audit and maintain ACA compliance and reporting.
• Oversee Workers' Compensation claims and coordinate return-to-work programs.
• Manage relationships, contracts, and service level agreements with benefit brokers, TPAs, and software vendors.
• Own HRIS data as system administrator and data owner: maintain data integrity, build advanced workflows, and troubleshoot to maximize HR technology efficiency.
• Act as primary investigator and escalation point for complex employee relations matters including harassment allegations and grievances.
• Coach business leadership on performance management, PIPs, and termination protocols.
• Lead, coach, and develop the HR Assistant through regular operational oversight for accurate employee lifecycle processing.
• Maintain documentation standards for workplace investigations using advanced extraction techniques while drafting legally defensible performance plans and institutional policies.
• Partner with the HR Director to translate organizational goals into specific, trackable HR targets for day-to-day operations.
• Exercise full departmental authority in the absence of the HR Director, including attending executive meetings and approving operational spend within designated thresholds.
• Coordinate with the Organizational Development Manager on culture initiatives, leadership training programs, and structural reorganizations.
• Synthesize headcount, attrition, and climate data into actionable reports for business leaders.
• Maintain expert knowledge of federal, state, and local labor laws, including ADA, FLSA, FMLA, Title VII, EEO, and OSHA, and audit the Employee Handbook annually.
• Execute highly sensitive and high-risk tasks including provider onboarding, workplace accommodations, and complex benefits escalations.
• Maintain operational knowledge of the talent acquisition pipeline and provide hands‑on backup during peak volume.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a closely related discipline.
• Minimum seven (7) years of progressive, professional‑level human resources experience.
• Minimum five (5) years in a team‑lead, supervisory, or designated project‑leadership capacity.
• Proven experience managing HR operations in a mid‑size organization (200–500 employees).
• Active SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Master’s degree in Human Resources or an MBA with an HR concentration.
• Exceptional communication skills with the ability to influence executive‑level stakeholders.
• Deep knowledge of structural workflows, job evaluation methodologies, and change management principles.
• Ability to remain strictly impartial, manage personal biases, and make fair, data‑driven decisions under pressure with incomplete data.

Technology

• HRIS

Benefits

• Medical, dental, and vision insurance
• Health Savings Account (HSA)
• Medical & dependent care Flexible Spending Accounts
• On-site health risk assessments and flu shots
• Generous Paid Time Off (PTO)
• Extended Illness/Injury Bank (EIB)
• Bereavement leave
• Fitness membership reimbursement
• Employee Assistance Program (EAP)
• Competitive pay
• Mileage reimbursement
• 403(b) retirement savings plan
• Organization-paid Group Life Insurance
• Voluntary life
• Accident, critical illness, and short/long-term disability
• All new employees eligible for benefits on the first of the month following their date of hire
• Education assistance, leadership development, and professional growth support, including covered costs for job-related certifications

Health & Wellness

• Medical, dental, and vision insurance
• Health Savings Account (HSA)
• Medical & dependent care Flexible Spending Accounts
• On-site health risk assessments and flu shots

Work-Life Harmony

• Generous Paid Time Off (PTO)
• Extended Illness/Injury Bank (EIB)
• Bereavement leave
• Fitness membership reimbursement
• Employee Assistance Program (EAP)

Security & Compensation

• Competitive pay
• Mileage reimbursement
• 403(b) retirement savings plan
• Organization-paid Group Life Insurance
• Voluntary life
• Accident, critical illness, and short/long-term disability

Career Growth

• Internal and external learning opportunities
• Education assistance
• Leadership development
• Professional growth support, including covered costs for job-related certifications