Human Resource Manager

Requirements

• Education
• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field required.
• Master's degree (MBA, MHA, or MHRM) preferred.
• Minimum of 5 years of progressive HR experience, including HR management, with at least 1-2 years in a multi-site or multi-location healthcare setting.
• Experience in a specialty medical practice, ambulatory surgery center, or vascular/vein clinic strongly preferred.
• Demonstrated experience managing full-cycle recruitment for clinical roles including physicians.
• Prior experience with HRIS platforms (e.g., ADP, Paylocity, UKG, Rippling, or equivalent

Benefits

Additional Information

Do you love to help people? Do you want to be a part of something bigger than yourself? Do you wish your voice was heard at work? If you answered yes to these questions, consider a career at Miller Vein. POSITION SUMMARY The Human Resources Manager serves as the strategic HR partner for a growing multi-site vein and vascular practice. This position is responsible for the full spectrum of human resources functions across all clinic locations, including talent acquisition, employee relations, compliance, compensation and benefits administration, performance management, and staff development. The HR Manager works closely with site managers, and executive leadership to foster a high-performing, patient-centered workforce aligned with the practice's clinical standards and organizational values. ESSENTIAL DUTIES AND RESPONSIBILITIES Talent Acquisition & Onboarding Manage end-to-end recruitment for clinical and administrative roles across all practice locations, including phlebotomists, medical assistants, ultrasound technologists, nurse practitioners, and front-office staff. Develop and maintain standardized onboarding programs that incorporate clinical orientation, compliance training, and site-specific protocols. Partner with site leads and medical directors to forecast staffing needs and maintain adequate coverage across locations. Build and manage relationships with staffing agencies, healthcare job boards, and educational institutions as talent pipelines. Employee Relations & Engagement Serve as the primary point of contact for employee relations matters, conducting impartial investigations and recommending appropriate resolutions. Develop and implement employee engagement initiatives to promote retention, morale, and a positive workplace culture across all sites. Facilitate regular feedback channels, including stay interviews, employee surveys, and exit interviews, to identify trends and areas for improvement. Provide coaching and guidance to managers and supervisors on HR best practices, performance conversations, and team dynamics. Compliance & Employment Law Ensure practice-wide compliance with federal, state, and local employment laws, including FMLA, ADA, FLSA, HIPAA, OSHA, and applicable healthcare regulations. Maintain accurate and confidential personnel records in accordance with legal requirements and organizational policies. Develop, update, and communicate HR policies, procedures, and the employee handbook across all sites. Monitor legislative changes affecting healthcare employment and advise leadership on necessary policy or operational adjustments. Partner with legal counsel as needed for complex employee matters, EEOC inquiries, or regulatory audits. Compensation, Benefits & Payroll Coordination Administer and communicate employee benefits programs including health, dental, vision, life insurance, and retirement plans. Support the annual benefits renewal process, including plan evaluation, vendor negotiations, and open enrollment communications. Maintain compensation structures consistent with healthcare industry benchmarks, ensuring internal equity across sites. Completes payroll ensuring accurate and timely processing of time and attendance, PTO, and wage changes. Performance Management & Development Oversee the practice's performance review cycle, ensuring timely completion, calibration, and documentation across all locations. Identify training needs and coordinate professional development resources for clinical and non-clinical staff. Support succession planning and career pathing discussions with managers and high-potential employees. Administer performance improvement plans (PIPs) and corrective action processes in a consistent, legally sound manner. Multi-Site Operations & HR Systems Travel regularly to clinic locations to maintain visibility, build relationships, and ensure consistent HR practices across sites. Manage and optimize the HRIS (Human Resources Information System) to support accurate reporting, employee data management, and operational efficiency. Develop HR metrics dashboards to track key indicators including turnover, time-to-fill, absenteeism, and headcount by site. Collaborate with site managers to address location-specific HR challenges while maintaining enterprise-wide consistency.

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