[Hiring] Manager, People & Talent @Safe Haven Mental Health Solutions

Role Description

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
• 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.

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.

Requirements

• 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.
• Advise leadership on staffing, compensation, retention, and personnel decisions; coordinate payroll and benefits matters with designated administrators or vendors, as applicable.
• 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.
• 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.
• 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.
• Develop and maintain standard operating procedures (SOPs) for recruiting, onboarding, credential tracking, performance management, complaints, investigations, and offboarding.
• 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.
• 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.
• 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.

Benefits

• 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

• Accurate workforce records
• Timely onboarding
• Effective HR Admin oversight
• Consistent performance documentation
• Objective investigations
• Recruiting progress
• Implementation of approved SOPs
• Timely closure of compliance corrective actions