Human Resources Manager

Overview Scope Oversees the consistent and appropriate application of Human Resources strategies and deliverables in alignment with organizational goals and objectives. Manages the Human Resources issued policies, procedures, administration, projects, and staff. Supports and adheres to the US Oncology Compliance Program, to include Code of Ethics and Business Standards and Shared Values. Responsibilities Strategic HR Partnership Provide guidance to leadership on strategic and operational HR matters. Research, analyze, and evaluate business needs; recommend solutions to senior leadership. Partner with management to deliver effective HR services that support organizational goals. Represent the HR function on the management team and develop an HR agenda aligned with operational priorities. Talent Management & Organizational Effectiveness Drive talent management strategies to improve organizational and employee effectiveness. Build and sustain high-performing teams through hiring, development, and performance management. Implement organizational structures aligned with business objectives. Recruit, screen, and interview management and director-level candidates as needed. Employee Relations Serve as the escalation point for employee relations concerns. Conduct impartial investigations, assess findings, and recommend resolutions in compliance with company policies and regulations. Maintain consistent communication regarding employee relations trends and issues with HR leadership. HR Operations & Program Management Manage HR-related programs and initiatives, including: Recruiting and employment Compensation and benefits Training and development Employee relations HRIS administration Improve productivity through assessment, planning, prioritization, and process automation. Lead and execute HR projects, programs, communications, and administrative functions. Employee Engagement Oversee and drive initiatives that enhance employee engagement. Align engagement efforts with survey processes and organizational action planning. Monitor and report on engagement outcomes and progress. Leadership & Team Development Direct and develop HR department personnel. Coach and mentor staff to enhance performance and professional growth. Oversee hiring, performance evaluations, salary recommendations, and progressive discipline. Foster a culture of accountability and adherence to company policies. Financial & Operational Management Manage departmental capital and operating budgets. Ensure expenses are controlled within approved budgets. Communication & Collaboration Maintain ongoing communication with Regional HR leadership regarding business priorities, initiatives, and employee relations matters. Collaborate cross-functionally to support business strategy implementation. Compliance Ensure adherence to organizational policies and applicable regulations. Additional Duties Perform other duties as assigned. Qualifications Minimum Qualifications Bachelor’s degree in Human Resources or a related discipline required Minimum of seven (7) years of Human Resources experience required At least two (2) years of project management and/or supervisory experience required PHR or SPHR certification strongly preferred Proficiency in Microsoft Office Suite (Outlook, Excel, Word, PowerPoint) Core Competencies Technical & Professional Expertise Maintains up-to-date knowledge of HR practices and industry trends Recognized as a subject matter expert in functional area Leverages internal and external resources to support decision-making Adaptability Navigates day-to-day challenges with confidence and resilience Effectively manages shifting priorities, ambiguity, and rapid change Demonstrates flexibility in a dynamic work environment Judgment & Decision-Making Makes timely, sound, and cost-effective decisions Exercises strong judgment, even in uncertain or complex situations Results Orientation & Work Commitment Sets high performance standards and pursues ambitious goals Demonstrates efficiency, accountability, and follow-through Quality Focus Establishes and upholds high standards for quality Evaluates processes, services, and outcomes against defined benchmarks Continuously improves efficiency and effectiveness Talent Management Attracts and retains high-caliber talent Accurately assesses employee strengths and development needs Provides timely, constructive feedback and meaningful development opportunities Courageous Leadership Addresses difficult issues directly and proactively Takes ownership of challenges and drives resolution Change Leadership Challenges the status quo and champions innovation Acts as a catalyst for change and guides others through transitions Effectively implements and sustains new initiatives Direction & Alignment Defines clear goals, vision, and priorities for teams Clarifies roles and responsibilities Aligns resources and systems to achieve business objectives Negotiation & Influence Facilitates “win-win” outcomes through effective negotiation Identifies key stakeholders, shared interests, and potential barriers Communicates persuasively and achieves results while maintaining strong relationships Physical Demands The physical demands described here are representative of those required to successfully perform the essential functions of this role. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions. Regularly required to sit, stand, walk, talk, and hear Requires full range of body motion, manual dexterity, and hand-eye coordination May require extended periods of sitting, standing, or walking Occasionally lifts and carries items up to 20 pounds Requires normal or corrected vision and hearing Work Environment Work environment may include exposure to conditions common in an oncology/hematology clinic, including communicable diseases, medical preparations, and other clinical elements Frequent in-person interaction with colleagues, leadership, and/or clients May require travel by automobile between office sites or occasional air travel for business purposes Strategic HR Partnership Provide guidance to leadership on strategic and operational HR matters. Research, analyze, and evaluate business needs; recommend solutions to senior leadership. Partner with management to deliver effective HR services that support organizational goals. Represent the HR function on the management team and develop an HR agenda aligned with operational priorities. Talent Management & Organizational Effectiveness Drive talent management strategies to improve organizational and employee effectiveness. Build and sustain high-performing teams through hiring, development, and performance management. Implement organizational structures aligned with business objectives. Recruit, screen, and interview management and director-level candidates as needed. Employee Relations Serve as the escalation point for employee relations concerns. Conduct impartial investigations, assess findings, and recommend resolutions in compliance with company policies and regulations. Maintain consistent communication regarding employee relations trends and issues with HR leadership. HR Operations & Program Management Manage HR-related programs and initiatives, including: Recruiting and employment Compensation and benefits Training and development Employee relations HRIS administration Improve productivity through assessment, planning, prioritization, and process automation. Lead and execute HR projects, programs, communications, and administrative functions. Employee Engagement Oversee and drive initiatives that enhance employee engagement. Align engagement efforts with survey processes and organizational action planning. Monitor and report on engagement outcomes and progress. Leadership & Team Development Direct and develop HR department personnel. Coach and mentor staff to enhance performance and professional growth. Oversee hiring, performance evaluations, salary recommendations, and progressive discipline. Foster a culture of accountability and adherence to company policies. Financial & Operational Management Manage departmental capital and operating budgets. Ensure expenses are controlled within approved budgets. Communication & Collaboration Maintain ongoing communication with Regional HR leadership regarding business priorities, initiatives, and employee relations matters. Collaborate cross-functionally to support business strategy implementation. Compliance Ensure adherence to organizational policies and applicable regulations. Additional Duties Perform other duties as assigned. Minimum Qualifications Bachelor’s degree in Human Resources or a related discipline required Minimum of seven (7) years of Human Resources experience required At least two (2) years of project management and/or supervisory experience required PHR or SPHR certification strongly preferred Proficiency in Microsoft Office Suite (Outlook, Excel, Word, PowerPoint) Core Competencies Technical & Professional Expertise Maintains up-to-date knowledge of HR practices and industry trends Recognized as a subject matter expert in functional area Leverages internal and external resources to support decision-making Adaptability Navigates day-to-day challenges with confidence and resilience Effectively manages shifting priorities, ambiguity, and rapid change Demonstrates flexibility in a dynamic work environment Judgment & Decision-Making Makes timely, sound, and cost-effective decisions Exercises strong judgment, even in uncertain or complex situations Results Orientation & Work Commitment Sets high performance standards and pursues ambitious goals Demonstrates efficiency, accountability, and follow-through Quality Focus Establishes and upholds high standards for quality Evaluates processes, services, and outcomes against defined benchmarks Continuously improves efficiency and effectiveness Talent Management Attracts and retains high-caliber talent Accurately assesses employee strengths and development needs Provides timely, constructive feedback and meaningful development opportunities Courageous Leadership Addresses difficult issues directly and proactively Takes ownership of challenges and drives resolution Change Leadership Challenges the status quo and champions innovation Acts as a catalyst for change and guides others through transitions Effectively implements and sustains new initiatives Direction & Alignment Defines clear goals, vision, and priorities for teams Clarifies roles and responsibilities Aligns resources and systems to achieve business objectives Negotiation & Influence Facilitates “win-win” outcomes through effective negotiation Identifies key stakeholders, shared interests, and potential barriers Communicates persuasively and achieves results while maintaining strong relationships Physical Demands The physical demands described here are representative of those required to successfully perform the essential functions of this role. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions. Regularly required to sit, stand, walk, talk, and hear Requires full range of body motion, manual dexterity, and hand-eye coordination May require extended periods of sitting, standing, or walking Occasionally lifts and carries items up to 20 pounds Requires normal or corrected vision and hearing Work Environment Work environment may include exposure to conditions common in an oncology/hematology clinic, including communicable diseases, medical preparations, and other clinical elements Frequent in-person interaction with colleagues, leadership, and/or clients May require travel by automobile between office sites or occasional air travel for business purposes