Senior HR Manager

Overview

Help lead the future of HR operations at HMA.

Join a mission-driven, rapidly growing organization as our Senior HR Manager—a newly created role designed to elevate HR operations, strengthen core processes, and enhance the employee experience.

 

This hybrid position provides both work-from-home flexibility and Okemos, MI in-office collaboration, while leading essential HR functions and guiding a high-performing HR generalist team. You will influence the full employee lifecycle, including onboarding, performance management, employee relations,  and engagement.

 

If you are a collaborative, forward-thinking HR leader who enjoys building structure, improving processes, and driving people-centered initiatives, this role offers the opportunity to truly make your mark.

 

You are a strong fit for this role if you…

• Bring eight or more years of progressive, multi-state HR experience including at least five years leading a team.
• Have deep expertise in HR operations, employment law, and compliance.
• Excel at coaching managers, navigating employee relations matters, and supporting high-performance cultures.
• Enjoy leading HR generalists and fostering a cohesive, service-oriented HR team.
• Thrive on hands on process improvement, operational efficiency, and strong systems and workflows.
• Adapt well in a fast-paced, evolving environment.
• Have experience in consulting, healthcare, or professional services environments (preferred).

 

Job Summary

The Senior HR Manager leads and oversees the day-to-day generalist Human Resources operations, ensuring consistency, legal compliance, and excellence in service delivery across the organization. This role supports strategic direction for core HR programs and drives process improvements. The Senior HR Manager supervises a team of (Sr) HR Specialists, ensures HR policy and legal compliance, and ensures effective execution of HR programs, including onboarding, performance management, colleague relations, document management and other cross-functional support.

Responsibilities

Work Performed and Job Requirements

• Policy and Program Leadership
  • Oversees the implementation, communication, and continuous improvement of HR policies, procedures and compliance standards.
  • Ensures integrity, consistency and accuracy of HRIS data through regular audits and governance practices.
• Team Leadership and Management
  • Recruits top talent and participates in the selection and orientation process.
  • Lead, mentor, and develop the HR Specialist team, fostering a culture of collaboration, accountability, and excellence.
  • Ensure team alignment with organizational goals and provide ongoing performance feedback.
• Labor Laws & Compliance Oversight
  • Monitors federal, state and local employment laws and ensure organizational adherence.
  • Oversees labor law posting compliance, regulatory updates, and internal communication of changes.
  • Ensures firmwide compliance with EEO, Affirmative Action, and related legal frameworks.
• Colleague Relations Leadership
  • Serves as an advisor to HR team and leaders when responding to colleague relations, performance issues, and conflict resolution.
  • Coaches HR team and managers in effective performance discussions and documentation practices.
  • Leads investigations and escalates complex cases appropriately.
• HR Documentation Governance
  • Ensures the accuracy and legal compliance of all employment records and documentation.
  • Oversees I-9, E-Verify, and state specific notice requirements.
  • Supervises and ensures consistency with SOPs and HR generalist workflows.
• Onboarding & Orientation Management
  • Oversee the new hire orientation program, ensuring consistency, engagement, and a strong colleague experience.
  • Continuously evaluates and enhances onboarding processes to support retention and culture.
• Job Description Management
  • Provides oversight of the job description process for new and updating JDs and Addendums.
  • Supports job analysis initiatives to ensure roles reflect current competencies and business needs.
• Performance Management & Coaching
  • Guides leaders through performance goal setting, review cycles, and colleague development practices.
  • Oversees the creation and execution of performance improvement plans (PIPs).
• Cross-Functional Leadership & Organizational Support
  • Serves as a point of contact for complex colleague inquiries, ensuring timely, consistent, an