Senior Manager, Human Resources

About Meridian Counseling

Our philosophy centers on the belief that good care begins with quality providers. Our mission is clear - to deliver the highest quality care to as many people as possible while upholding our field's integrity and resisting the allure of big tech and profits at the expense of exceptional care. We hold ourselves and our providers to the highest clinical standard of care. 

Our Mission

We are a modern therapy practice focused on top-tier clinicians.

Statement on Diversity

Meridian Counseling is committed to building a diverse, inclusive, and equitable workplace where everyone is treated with respect and dignity. We are an equal opportunity employer and do not discriminate based on age, race, ethnicity, class, religion, physical ability, gender, or sexual orientation.

Job Summary

The Senior Manager, Human Resources is responsible for leading and continuously improving Meridian Counseling’s human resources function and delivering practical, compliant, scalable, and employee-centered people operations across a multi-state workforce. This role serves as a trusted advisor to executive and operational leaders while maintaining direct responsibility for the effective execution of day-to-day HR operations. 

The Senior Manager will build upon and assume internal ownership of the HR strategy, systems, processes, and operating practices developed through Meridian’s prior external HR support relationship. The role will lead Meridian’s continued transition from informal or decentralized practices to consistent, documented, and scalable systems appropriate for a growing organization of more than 150 employees.

This position balances strategic leadership with direct responsibility for complex and high-impact HR matters, including employee relations, employment compliance, workforce planning, performance management, recruiting strategy, organizational development, HR technology, payroll and benefits oversight, leaves and accommodations, and manager support. The Senior Manager will direct and coordinate administrative and technical HR support provided by internal personnel, external HR support, and other external partners. 

Essential Duties

• HR Strategy, Leadership & Executive Advisory: Serve as Meridian Counseling’s senior internal HR advisor and primary point of accountability for the HR function. Develop, maintain, and execute a people roadmap aligned with Meridian’s mission, growth plans, clinical operating model, financial and operational priorities, and workforce needs. Advise executive, clinical, and operational leaders on organizational design, workforce planning, employee relations, leadership effectiveness, culture, employee experience, and change management. Translate organizational priorities and employment requirements into clear, practical HR strategies, implementation plans, and decision-ready recommendations. Identify emerging people, compliance, and operational risks and escalate material matters appropriately. 
• HR Operating Model & Service Delivery: Lead Meridian’s HR operating model and establish clear priorities, ownership, response standards, escalation paths, compliance calendars, and documented workflows for recurring HR activities. Determine which matters require the Senior Manager’s direct involvement and which may be assigned to available administrative or technical support. Direct and coordinate the HR work performed by external HR support personnel and other designated resources, including tracking, follow-up, documentation, scheduling, routine communications, reporting, HRIS administration, data maintenance, benefits support, and technical execution. Retain accountability for appropriate delegation, confidentiality, quality, consistency, and timely completion. 
• HR Function Transition & Continuity: Lead the transition of HR leadership and institutional knowledge from Meridian’s external HR support model to an internally led HR function. Maintain continuity of active employee-relations, leave, recruiting, payroll, benefits, compliance, systems, and policy matters during the transition. Document responsibilities, decision rights, open matters, recurring deadlines, system requirements, and escalation protocols. Periodically assess whether the retained administrative and technical support model is adequate for Meridian’s workforce size, growth, risk profile, and service expectations, and recommend adjustments to leadership as appropriate. 
• Employee Relations: Serve as Meridian’s primary HR advisor