The HR Manager serves as a dual-function leader, driving organizational culture while maintaining operational rigor across multi-site clinical operations. This role is responsible for optimizing employee engagement and retention by successfully balancing technical HR functions—including bi-weekly payroll and HRIS analytics—with high-level interpersonal mandates such as conflict resolution, professional development, and workplace wellness. The HR Manager plays a critical role in establishing an employer brand that attracts and retains premier talent within the behavioral health sector.
Position Overview
· Role Type: Full-Time, Exempt
· Location: Hybrid and 10% travel
· Reports to: Chief Human Resources Officer (CHRO)
Required Qualifications
· Experience: 8+ years of progressive HR experience, preferably in healthcare or behavioral health.
· Multi-State Knowledge: Demonstrated experience navigating employment laws across multiple jurisdictions.
· Technical Skills: Proficiency in HRIS platforms and advanced Excel for data reporting
· Education: Bachelor’s degree in HR, Business, Human Resources or related field.
· Soft Skills: Exceptional emotional intelligence, ability to handle complex employee issues through the lens of our core values, ability to pivot between administrative tasks and strategic leadership.
Key Responsibilities
Strategic HR Partnership & Employee Relations
· Serve as the HR Business Partner to clinical and operational leadership, advising on organizational structure and talent strategy.
· Manage all employee relations, including conflict resolution, performance management, and disciplinary actions for all roles below the Director level.
· Act as a grounded, empathetic mediator to resolve workplace disputes and maintain a high-standard environment.
Talent Acquisition & Lifecycle Operations
· Support management-level interviewing, identifying candidates who bring diverse perspectives that enhance our organizational culture.
· Compliance: Ensure 100% compliance with federal, state, and local laws, as well as healthcare-specific workforce regulations across three states.
· PEO Liaison: Act as the primary internal point of contact for HR programs administered through our PEO partner.
· Risk Management: Manage worker’s compensation claims and represent the company at hearings as needed; assist with regular policy and handbook updates.
Payroll & Total Rewards
· Payroll: Execute accurate bi-weekly payroll processing.
· Benefits: Partner with the CHRO to implement benefit programs and lead communication efforts during Open Enrollment.
· Compensation: Conduct regular market data analysis and salary surveys to ensure our offers remain competitive in the behavioral health sector.
HR Analytics & Systems
· Maintain and update the HR KPI Dashboard, providing leadership with actionable insights on workforce health.
· Manage HRIS configuration changes, troubleshooting, and custom reporting to streamline operations.
Employee Experience & Culture
· Culture Champion: Design and lead workplace wellness and culture-building initiatives aimed at reducing burnout and increasing retention in a high-stress field.
· Training & Development: Conduct HR training programs to enhance staff skills and facilitate engaging onboarding classes for new hires.
· Retention Strategy: Analyze turnover data to implement proactive solutions that keep our best talent in the field.
· Serve as a champion for an inclusive workplace culture, proactively identifying and removing barriers to equity while fostering an environment where diverse perspectives are celebrated and heard.
DTAC is an Equal Opportunity Employer. We are committed to creating an inclusive environment for all employees and applicants. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, veteran status, or any other legally protected characteristic.
