Senior HR Advisor

Enlyte; United States; Remote; USD 81,000 - 120,000; Full time

Benefits offered by this job

Medical Insurance

Dental Insurance

Vision Insurance

401(k)

Tuition Reimbursement

Job summary

Enlyte is seeking a Senior HR Advisor to deliver expert HR support and advisory services within a high-volume, fast-moving environment focused on exempt clinical populations. You’ll lead employee relations cases and advise managers in real time, ensuring compliant, well-documented outcomes across policies and programs.

The role involves partnering with HR leadership, supporting pay planning, leadership development, and capability building, while maintaining confidentiality and integrity in HR

Qualifications

• Bachelor's degree in HR, business administration, or related field is required.
• Minimum 8 years of progressive HR experience with a focus on employee relations and advisory support.
• Experience independently managing high-volume end-to-end employee relations cases, including investigations.
• Experience supporting exempt employee populations; healthcare/clinical environments preferred.
• Demonstrated judgment, ability to navigate ambiguity, and provide real-time guidance to managers.
• Strong knowledge of employment laws, policy interpretation, and risk management.
• Exceptional communication and relationship-building skills with leadership at multiple levels.
• Proficiency with HRIS and responsible use of AI to support efficiency and decision-making.

Responsibilities

• Independently lead a high volume of employee relations cases, including performance management, conduct concerns, and investigations.
• Coach managers—particularly those supporting exempt clinical populations—on performance management and documentation.
• Assess risk, determine next steps, and decide when escalation is necessary.
• Identify trends and surface systemic issues for proactive intervention.
• Ensure policy compliance and thorough documentation across cases and programs.
• Support termination logistics, M&A activities, and compliance reporting.
• Partner with HRBP/HRBL and stakeholders to execute RIF processes and severance decisions.

Skills

Employee relations

Manager advisory

HR policies

Investigations

Risk management

Education

Bachelor's degree in HR or related field

Healthcare HR experience

Tools

HRIS systems

AI in HR

Job description

Company Overview

At Enlyte, we combine innovative technology, clinical expertise, and human compassion to help people recover after workplace injuries or auto accidents. We support their journey back to health and wellness through our industry-leading solutions and services. Whether you're supporting a Fortune 500 client or a local business, developing cutting-edge technology, or providing clinical services you'll work alongside dedicated professionals who share your commitment to excellence and make a meaningful impact. Join us in fueling our mission to protect dreams and restore lives, while building your career in an environment that values collaboration, innovation, and personal growth.

Be part of a team that makes a real difference.

Job Description

The Senior HR Advisor provides operational and advisory expertise across People & Workplace (P&W) initiatives within the TAPO (Talent and People Operations) team. This role is responsible for the consistent, high-quality delivery of HR programs, policies, and employee relations support in a high-volume, fast-moving environment, with focus on our exempt clinical population.

The Senior HR Advisor partners closely with HRBP-Seniors, HRBLs, COEs, and HR Operations, operating with a high degree of independence and judgment. This role is expected to confidently advise managers in real time, manage multiple concurrent employee relations matters, and reduce unnecessary escalation through sound decision-making and strong business acumen.

Key Responsibilities

Employee Relations & Compliance (Primary Focus)

• Independently lead a high volume of employee relations cases, including performance management, conduct concerns, conflict resolution, and internal investigations.
• Coach managers - particularly those supporting exempt clinical populations - on effective performance management, emphasizing quality of work, timeliness, documentation, and process adherence rather than metrics alone.
• Exercise strong judgment to assess risk, recommend next steps, and determine when escalation is necessary.
• Identify and surface employee relations trends and systemic issues for proactive intervention.
• Ensure compliance with policy, labor laws, and organizational standards through thorough documentation and follow-up.
• Support termination logistics, M&A activities, and compliance reporting.
• Partner with HRBP/HRBL and key stakeholders to execute reduction-in-force (RIF) processes, including severance recommendations, legal review, employee notification, and communications.

Program & Process Support

• Execute and support P&W programs including pay planning, engagement surveys, calibrations, and OKRs, ensuring accuracy amid competing priorities.
• Support execution of talent programs (leadership development, succession, HiPo, rotation, and manager development).
• Respond to policy and program-related inquiries (e.g., time off, ergonomics, pay planning, engagement follow-ups), often requiring immediate guidance rather than deferred follow-up.
• Maintain accurate HR program documentation, case notes, and data integrity.

Learning, Development & Capability Building

• Deliver and facilitate HR program, process, and policy training for managers and employees.
• Support leader and manager learning sessions in partnership with L&OD and COEs, including participation in ongoing leadership forums.
• Contribute to continuous improvement efforts that increase efficiency, consistency, and manager capability.

Operational Support & Collaboration

• Leverage case management systems and HRIS tools to manage workload efficiently in a day-to-day environment largely driven by incoming employee relations needs.
• Collaborate closely with HR Operations, COEs, and Shared Services to ensure aligned and practical solutions.
• Maintain discretion, confidentiality, and professionalism across all employee interactions and records.

Qualifications

• Bachelor’s degree required, preferably in Human Resources, Business Administration, or a related field.
• Minimum 8 years of progressive Human Resources experience, with a strong focus on employee relations and manager advisory support.
• Demonstrated experience independently managing high-volume, end-to-end employee relations cases, including performance management, investigations, and corrective action.
• Experience supporting exempt employee populations; experience in healthcare or clinical environments is strongly preferred.
• Proven ability to apply sound judgment, navigate ambiguity, and provide confident, real-time guidance to managers with limited escalation.
• Strong understanding of employment laws, policy interpretation, and risk management.
• Exceptional communication and relationship-building skills, with the credibility to influence leaders at multiple levels.
• Proficiency with HRIS and responsible use of AI to support efficiency and decision-making.

Benefits

We’re committed to supporting your ultimate well-being through our total compensation package offerings that support your health, wealth and self. These offerings include Medical, Dental, Vision, Health Savings Accounts / Flexible Spending Accounts, Life and AD&D Insurance, 401(k), Tuition Reimbursement, and an array of resources that encourage a lifetime of healthier living. Benefits eligibility may differ depending on full-time or part-time status. Compensation depends on the applicable US geographic market. The expected base pay for this position ranges from $81,000 - $120,000 annually, and will be based on a number of additional factors including skills, experience, and education.

The Company is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, gender identity, sexual orientation, age, status as a protected veteran, among other things, or status as a qualified individual with disability.

Don’t meet every single requirement? Studies have shown that women and underrepresented minorities are less likely to apply to jobs unless they meet every single qualification. We are dedicated to building a diverse, inclusive, and authentic workplace, so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.

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