Manager, People & Talent

Position Summary

The HR Manager leads the agency’s human resources function and supports a growing community mental
health workforce. The role combines practical HR leadership with recruiting, performance management,
employee relations, workplace investigations, workforce planning, compliance oversight, and standard
operating procedure development. The HR Manager guides the HR Admin and partners with executive and
clinical leadership to resolve concerns, strengthen procedures, and support agency growth.

HR Leadership and Administration
 Establish and maintain HR procedures, personnel policies, onboarding workflows, and workforce records
appropriate to the agency’s size and needs.
 Supervise the HR Admin, assign priorities, review work quality, and provide training and feedback. The HR
Admin coordinates routine paperwork, scheduling, file maintenance, and tracking.
 Advise leadership on staffing, compensation, retention, and personnel decisions; coordinate payroll and
benefits matters with designated administrators or vendors, as applicable.
Recruiting and Workforce Planning
 Lead recruiting for clinical and administrative positions, including sourcing, screening, interviews, offer
coordination, and workforce planning with leadership.
 Coordinate employee and contractor onboarding with the HR Admin and clinical team, including required
documentation, orientation, and readiness checks.
 Monitor staffing needs and hiring progress; recommend practical retention and engagement strategies as
the agency grows.

Compliance Oversight and Reporting
 Oversee tracking of licenses, credentials, background checks, required training, and personnel
documentation in coordination with designated clinical and compliance leaders.
 Identify workforce compliance gaps, recommend corrective steps, and support personnel-related audit
preparation. Coordinate with appropriate specialists when employment or contractor classification
questions arise.
 Protect confidential personnel information and any patient information accessed during assigned work;
follow agency privacy, security, and recordkeeping procedures.
 Provide leadership with concise updates on hiring, onboarding, credential and training gaps, performance
matters, open investigations, and priorities.
 Coordinate compliance oversight for workforce and administrative operations, partnering with clinical and
compliance leaders to translate applicable regulatory, payer, and agency requirements into documented
processes.
 Maintain a compliance review calendar, conduct periodic personnel and process checks, track corrective
action owners and deadlines, and report unresolved risks to executive leadership.

 Coordinate responses to compliance findings and support audit readiness through accurate records and
evidence of corrective action. Route clinical, billing, and specialized legal determinations to the appropriate
qualified leaders.

Standard Operating Procedure Development
 Develop and maintain standard operating procedures (SOPs) for recruiting, onboarding, credential tracking,
performance management, complaints, investigations, and offboarding. Define responsible parties, process
steps, required records, and escalation points.
 Coordinate administrative SOPs with agency and clinical leaders; obtain leadership approval, maintain
version control and review dates, and train the HR Admin and affected staff on implementation.
 Review SOP effectiveness, identify process gaps, and update approved procedures as agency needs or
applicable requirements change.

Performance Management
 Develop employee performance expectations, review processes, coaching tools, and improvement plans in
partnership with supervisors.
 Guide managers through documented feedback, corrective action, and follow-up; recommend personnel
actions for leadership approval.
 Address contractor service concerns through applicable agreements and documented service expectations.
Partner with clinical leadership on productivity, timeliness, and conduct concerns while clinical leaders
retain responsibility for clinical supervision and care quality.
Employee Relations and Investigations
 Serve as the primary HR contact for escalated workplace concerns, complaints, conflicts, and questions
about policy application.
 Conduct prompt, impartial investigations: establish the scope, interview involved parties, review evidence,
document findings, and recommend corrective measures.
 Maintain restricted investigation records, communicate on a need-to-know basis, monitor follow-up and
retaliation concerns, and escalate conflicts of interest or complex matters to leadership and legal counsel as
appropriate.

Required Qualifications
 At least five years of progressive HR, people operations, or related workforce experience, including hands-on
employee relations and performance management responsibilities.
 Demonstrated experience independently conducting workplace investigations and preparing clear, objective
findings and recommendations.
 Experience supervising administrative staff or leading an HR function, with the ability to delegate and review
work effectively.
 Working knowledge of employment practices applicable to a Texas workforce, experience developing SOPs
and monitoring compliance, and ability to identify when specialist or legal guidance is needed.
 Strong interviewing, documentation, problem-solving, and communication skills; sound judgment when
handling sensitive information.
 Proficiency with HR systems, applicant tracking tools, spreadsheets, and remote collaboration platforms;
ability to manage priorities independently.

Preferred Qualifications

Healthcare or behavioral health experience; clinician recruiting and startup HR experience; and a bachelor’s
degree in HR, business, or a related field, or equivalent education and experience. SHRM or HRCI certification
preferred.

Schedule and Working Conditions
Work remotely on an agreed part-time schedule with availability during Texas business hours. Coordinate
additional hours for recruiting or investigations with leadership. Reliable internet, a private workspace, and
secure handling of agency records are required.

Measures of Success
Success is measured by accurate workforce records, timely onboarding, effective HR Admin oversight, consistent
performance documentation, objective investigations, recruiting progress, implementation of approved SOPs,
and timely closure of compliance corrective actions.
This description outlines the primary responsibilities of the role. Related duties may be assigned as agency needs
evolve.