Job Description

Senior Manager, HR Advisor

Hybrid: 2 days/onsite minimum

Welcome to AMN Healthcare — Where Talent Meets Purpose

Ever wondered what it takes to build one of the largest and most respected healthcare staffing and total talent solutions companies? It takes trailblazers, innovators, and exceptional people like you. At AMN Healthcare, we don’t just offer jobs — we build careers that make a difference.

Why AMN Healthcare? Because Excellence Is Our Standard:

• Named to Becker’s Top 150 Places to Work in Healthcare — three years running.

• Consistently ranked among SIA’s Largest Staffing Firms in America.

• Honored with Modern Healthcare’s Innovators Award for driving change through innovation.

• Proud holder of The Joint Commission’s Gold Seal of Approval for Staffing Companies since 2006.

The Senior Manager, HR Advisor is a key enterprise leader responsible for driving a centralized, high-impact employee relations function aligned to organizational strategy and risk mitigation. This highly experienced HR professional operates as both a trusted advisor to senior leaders and a people leader guiding a team of HR Advisors through enterprise-wide case management, performance consulting, and employee experience initiatives.

This role brings a systems-thinking approach to process optimization, drives consistency in service delivery through standardization, and leads the team in building scalable, tech-enabled solutions. Partnering across Legal, Compliance, HRBPs, and the C-suite, the Senior Manager leads with strategic insight and operational rigor to support a high-integrity, high-performance culture.

Job Responsibilities

Strategic Leadership & Centralized Service Model

• Lead the evolution of a centralized HR Advisory model, shifting from relationship-based alignment to a case-based, queue-driven system.
• Serve as a strategic partner in designing and operationalizing enterprise-wide ER frameworks, triage models, and intake workflows via platforms like ServiceNow.
• Drive consistency, transparency, and scalability by implementing SOPs, documentation standards, and aligned service levels.

Complex Employee Relations & Risk Advisory

• Act as the lead consultant for escalated and high-risk employee relations matters, including harassment, discrimination, retaliation, and leadership escalations.
• Conduct and oversee investigations, ensuring defensible documentation and enterprise-aligned recommendations.
• Partner with Legal and senior leadership to assess risk, maintain compliance, and ensure alignment with organizational values.

Process & Systems Optimization

• Identify and lead opportunities for continuous improvement within case management, documentation, intake, and resolution workflows.
• Partner with HR Operations and IT to enhance case tracking systems (e.g., ServiceNow), reporting capabilities, and user experience.
• Drive accountability for timely and high-quality resolution of employee matters while reducing cycle time and mitigating risk.

Team Leadership & Capability Building

• Lead, coach, and develop a team of HR Advisors; instill best practices in investigation, case handling, and business consultation.
• Create a culture of operational excellence, data-informed decision-making, and shared accountability.
• Establish team performance metrics and foster continuous learning, skill development, and peer calibration.

Employee Experience & Organizational Health

• Serve as a strategic advisor on performance management, engagement strategies, and organizational effectiveness.
• Analyze ER data and employee feedback to identify trends, root causes, and areas of cultural or leadership concern.
• Partner with leaders and HRBPs to proactively address hotspots and improve retention, belonging, and performance outcomes.

Cross-Functional Collaboration & Leadership Influence

• Partner with HRBPs, Legal, Compliance, and Talent to ensure aligned people practices across the organization.
• Represent the HR Advisory function in enterprise initiatives, cross-functional councils, and executive discussions.
• Escalate systemic or cultural issues to senior leadership with clear analysis, enterprise risk framing, and solution recommendations.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or re