Harbor Health Services is seeking a talented Manager of Human Resources to join our team.

Harbor Health offers an excellent, comprehensive benefits package including Health, Dental, Vision, Life, & Disability insurance, 403b Savings Plan, Generous Paid Time Off plus 11 additional Holidays and much more!

Role:

Under the direction of the VP of Human Resources, the Human Resources (HR) Manager provides strategic and operational leadership for the HR Generalist and Talent Acquisition teams, ensuring alignment with organizational goals. This role oversees daily HR operations including onboarding, recruitment, performance management, employee relations, internal mobility, and compliance, while coaching and developing HR staff to deliver consistent, high-quality service.

The HR Manager also partners with other team members on workforce development and engagement, provider recruitment, compliance & credentialing, and compensation and benefits. This role plays a key part in advancing culture and organizational effectiveness through policy development, data-driven insights, and embedding core values across all HR practices.

This role requires in-person presence 3-4 days per week: two days in the Boston/Brockton area and one day in the Plymouth/Hyannis: two days may be remote or on-site as needed.

Responsibilities:

Leadership & Team Management

Provides day-to-day leadership and direct management of HR Generalists and Talent Acquisition Specialists, including onboarding, training, and performance development.
Strengthens team effectiveness by streamlining workflows, clarifying responsibilities, and fostering a collaborative, high-performance environment.
Ensures HR strategies align with Harbor Health Services' business goals and growth objectives.
Escalates high-risk HR issues to the VP of HR in a timely and appropriate manner.

Talent Acquisition, Onboarding & Workforce Development

Leads and coaches the Talent Acquisition team to recruit high-quality candidates aligned with organizational values and workforce needs.
Oversees end-to-end recruitment-including posting, sourcing, interviewing, and hiring-ensuring a consistent, efficient, and positive candidate experience.
Partners with the Workforce Development Program Manager to ensure smooth post-orientation onboarding and support workforce development initiatives.
Facilitates and supports biweekly new hire orientations.
Leads new hire, stay, and exit interviews; analyze trends and recommends improvements to leadership.
Manages internal promotions, including job description updates, interviews, assessments, and processing changes to roles, status, and separations.
Coordinates with HR Generalist to process sign-on/retention bonuses and compensation increases.

Employee Relations and Compliance

Manages employee relations issues from identification through investigation and resolution, ensuring fairness, consistency, and compliance.
Advises employees and managers on employment practices, policies, and compliance matters.
Conducts investigations into workplace concerns including harassment, discrimination, and violence.
Provides HR Generalist services to a designated employee group.
Partners with managers to resolve complex employee relations issues with sound judgment and consistency.
Ensures timely handling of unemployment claims and ADA accommodation requests.

Performance Management & Manager Support

Coaches managers in performance management, goal setting, career development, and progressive discipline.
Reports on workforce metrics such as retention, turnover, and staffing trends.

Policy Development & Compliance

Leads the development, revision, and communication of HR policies and the employee handbook to ensure compliance and alignment with organizational goals.
Stays up to date on employment laws and best practices, ensuring consistent application across the organization.
Delivers training and policy updates to managers and HR staff.

HR Strategy, Analysis & Process Improvement

Evaluates HR practices and policies to ensure alignment with strategic objectives and continuous improvement.
Collects and analyzes HR data to support informed decision-making and performance measurement.
Partners with the VP of HR on strategic initiatives including provider contracts, incentive compensation, provider recruitment, and workforce planning.
Conducts salary evaluations and collaborate with the Manager of Benefits & Compensation on leave, benefits, and compensation activities.
Embeds organizational values in all HR practices to foster a culture of integrity, initiative and innovation, quality, productivity, teamwork, and mission alignment.

Supervisory Responsibilities:

Supervises Human Resources Generalists and Talent Acquisition Team

Requirements:

Bachelor's degree in human resources or a related field required; Master's degree preferred
SHRM-CP or SHRM-SCP designation required (Another HR certification may be substituted)
Minimum of 5 years of experience in Human Resources; 10 years of directly relevant experience may substitute for a degree
3 years of supervisory or team leadership experience required
Strong background in employee relations, HR compliance, and full employee lifecycle management
Demonstrated expertise in applying federal and state employment laws and HR best practices
Proficient in conducting sensitive investigations and handling confidential information
Strong project and program management abilities, with sound judgment and creativity
Proven experience in data analysis, facilitation, coaching, influencing, and interpersonal communication
Effective collaborator with the ability to lead change across departments and influence senior stakeholders
Excellent written, verbal, and presentation skills; able to convey complex ideas clearly and persuasively
Strategic thinker with strong problem-solving skills and a proactive, action-oriented mindset
Technologically proficient; advanced knowledge of Microsoft Office 365 required including Word, Excel, Outlook and Teams
Experience with ADP HRIS and Talent Management systems preferred
Willingness to work flexible hours as needed to meet organizational demands

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.