Human Resources Manager

Phoenix; Huntsville (AL); On-site; USD 90,000 - 110,000; Full time

Job summary

Phoenix is seeking an experienced Human Resources Manager to lead HR and benefits operations across multiple sites. You will ensure legal compliance, manage employee relations, and drive policy implementation while coordinating with Payroll and Operations on wage and hour requirements.

The role requires strong union experience, multi-site oversight, and a background in government contracting or nonprofit settings. Strong communication and project management skills are essential.

Qualifications

• Bachelor's degree in HR or related field.
• Minimum of five years of HR experience across multiple functions.
• Experience with multi-site or multi-state operations.
• Experience with unions and/or bargaining agreements preferred.
• Experience in government contracting, nonprofit, or rehabilitation environment preferred.

Responsibilities

• Oversee HR and benefits operations across locations.
• Provide guidance on employee relations and legal compliance.
• Lead HR policy implementation and ensure consistent application.
• Supervise Senior HR staff and Benefits team.
• Manage benefits programs including open enrollment and communications.
• Coordinate with Payroll on wage and hour compliance and deductions.
• Support SCA/CBA requirements with payroll and operations.
• Assist in workforce planning and recruitment across sites.
• Deliver HR training on performance management and policies.
• Monitor HR metrics and report trends for decision-making.

Skills

Employee relations

Benefits administration

Compliance

Union experience

Project management

Education

Bachelor's degree in HR or related field

Tools

HRIS/Payroll system

Microsoft Office

Job description

JOB TITLE

Human Resources Manager

Bargaining Unit Status

Non-Bargaining Unit

FULL‑TIME

hours per week: 40

BUSINESS HOURS: 7:00 AM - 3:30 PM; Monday-Friday

EDUCATIONAL QUALIFICATIONS

Bachelor’s degree from an accredited college in Human Resources, Business Administration, or a related discipline (a combination of equivalent education and work experience may be considered).

EXPERIENCE QUALIFICATIONS

• Minimum of five years of progressively responsible Human Resources experience, including generalist work across multiple HR functions (employee relations, benefits, and compliance).
• Prior experience supporting multi-site or multi-state operations.
• Experience working with unions and/or administering Collective Bargaining Agreements preferred.
• Experience in a government contracting, nonprofit, or rehabilitation environment preferred.

OTHER QUALIFICATIONS

• Must be able to satisfactorily complete a background check, according to company requirements.
• Strong knowledge of federal and state employment laws and regulations (e.g., FLSA, FMLA, ADA, EEO).
• Ability to communicate with tact and maintain confidentiality.
• Superior listening, verbal, and written communication skills.
• Strong organizational and project management skills with proven ability to handle multiple priorities and deadlines.
• Ability to build and maintain positive working relationships with managers, employees, and peers.
• Proficiency with Microsoft Office and experience using an integrated HRIS/payroll system.

IMMEDIATE SUPERVISOR

Vice President, Human Resources

POSITIONS SUPERVISED

HR Specialist(s), Senior HR Generalist(s), Senior Benefits Specialist(s), Benefit Specialist(s)

JOB RESPONSIBILITIES SUMMARY

The HR Manager leads Human Resources operations, overseeing HR and benefits functions and serving as a key partner to leaders across all divisions. The position is responsible for employee relations, policy administration, HR compliance, and coordination of benefits and leave programs, while supporting effective implementation of SCA and CBA requirements in partnership with Payroll and Operations.

ESSENTIAL FUNCTIONS

• Provide guidance and support to managers on employee relations, performance management, corrective action, and terminations, ensuring consistency and legal compliance.
• Oversee investigations of employee concerns and complaints, documenting findings and partnering with the VP of HR on higher‑risk matters.
• Lead the implementation and communication of HR policies and procedures; ensure consistent application across locations and divisions.
• Supervise and mentor the Senior HR Generalist and HR Generalist, ensuring timely and high-quality delivery of core HR services (onboarding, offboarding, records, and day‑to‑day employee support).
• Supervise and mentor the Senior Benefits Specialist and Benefit Specialist and oversee the administration of the organization’s benefit programs, including the self‑funded medical plan and related compliance.
• Oversee the administration of all employee benefit programs, including the self‑funded medical plan, dental, vision, life, disability, and retirement plans.
• Ensure benefits practices comply with applicable laws and regulations (e.g., ERISA, ACA, COBRA, HIPAA) and coordinate with vendors and brokers as needed.
• Partner with the Senior Benefits Specialist to manage annual open enrollment, employee communications, and benefits education for staff and managers.
• Review and approve complex benefit changes, escalations, and appeals, working with Payroll to ensure accurate and timely deductions and adjustments.
• Monitor benefits‑related metrics (e.g., enrollment trends, claims experience, participation rates) and provide recommendations to the VP of HR on plan design and cost‑containment strategies.
• Partner with the Senior Benefits Specialist and Payroll team to ensure accurate and timely processing of benefit enrollments, deductions, and leaves.
• Support union and labor‑related activities in collaboration with leadership, including day‑to‑day CBA administration, participation in grievance responses, and preparation for negotiations, as appropriate.
• Work closely with the Senior HR Generalist to ensure HR support for SCA and union‑covered sites, including adherence to wage, fringe, and working condition requirements.
• Assist in workforce planning and organizational change efforts, including staffing changes, restructures, and communication plans.
• Coordinate and support recruitment efforts with HR staff and hiring managers, ensuring consistent and equitable hiring practices.
• Help design and deliver HR‑related training (e.g., performance management, harassment prevention, policy updates, SCA/CBA basics for supervisors).
• Monitor federal and state employment law developments and recommend revisions to policies and practices as needed to maintain compliance.
• Partner with Payroll Manager to align timekeeping, pay practices, and HR processes with SCA, CBA, and wage and hour requirements.
• Prepare and review HR reports and metrics (turnover, headcount, corrective actions, leaves) to identify trends and support decision‑making.
• Participate in HR projects and process improvement initiatives to enhance efficiency, consistency, and employee experience.
• Other duties as assigned.

WORKING CONDITIONS/PHYSICAL REQUIREMENTS

• Adequate ability for conversation, telephone use, and emergency information systems.
• Ability to be independently mobile on all surfaces and in all situations.
• Ability to move safely about the work area.
• Ability to retrieve items from high and low areas.
• Ability to perceive size, discrimination, temperature, shapes, and/or textures.
• Physical stamina to work at least 8 hours per day.

BEHAVIORAL COMPETENCIES

• Maintains a high level of professionalism, discretion, and confidentiality when handling employee and organizational information.
• Builds trust and credibility with leaders and employees by providing responsive, practical, and fair HR guidance.
• Manages time effectively and meets deadlines while balancing multiple priorities in a fast‑paced, multi‑site environment.
• Communicates clearly and respectfully in both written and verbal interactions, adapting style to different audiences.
• Approaches conflict and employee issues with a problem‑solving mindset, focusing on root causes and sustainable solutions.
• Collaborates effectively with HR colleagues, Payroll, Benefits, and Operations to support consistent and compliant practices.
• Demonstrates sound judgment and accountability in decision‑making and follow‑through.

SALARY RANGE

$90,000-$110,000 per year

NON‑ESSENTIAL FUNCTIONS

• Other duties as assigned.

Phoenix is an equal opportunity employer. Individuals with disabilities, including "disabled veterans" or veterans with service‑connected disabilities, are encouraged to apply.

All qualified applicants will receive consideration for employment and will not be discriminated against based on disability, being a veteran, being female, being a minority, or in any other protected group. We are a Drug-Free Workplace.

Phoenix internal and programmatic applicants, and individuals with disabilities, will receive first consideration.