Human Resources Manager and Business Partner

Human Resources Manager and Business Partner

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Neuro Restorative, a part of the Sevita family, provides rehabilitation services for people of all ages with brain, spinal cord and medically complex injuries, illnesses and other challenges. In a variety of locations and community-based settings, we offer a range of programs, including vocational and therapy programs, day treatments, and specialized services for infants, children, adolescents, Military Service Members and Veterans.

Salary: $64K - $84K plus yearly bonus

Hours:

Monday - Friday 8 am – 5 pm, but some flexibility is required should there be a business need occurring in one of our facilities after hours or on the weekend.

This is an on‑site, in‑person position with occasional opportunities for remote work.

The HR Manager and Business Partner, acts as the business partner to operational leaders and other key stakeholders they support. Is responsible for leading and/or supporting strategic HR initiatives, such as HR projects and implementations for an operating group or region of an operating group, so that resources are allocated appropriately, records are consistently maintained, a consistent approach is applied. Serves as a business partner and point of consultative leadership to operational leaders.

Manages HR compensation work such as mass pay changes, annual bonus payouts and annual performance reviews. May be assigned as the key HR contact on acquisition diligence and integration. Manages responses to audits and coordinates delivery of information, both for state agency or internal audits. Plans, executes, and finalizes projects according to deadlines and within budget. Acquires necessary resources and coordinates the efforts of team members in order to deliver projects or implementations according to plan, with quality control oversight throughout.

• Serves as liaison and partners with Operations Management on HR project, implementation on an ongoing basis.
• Coordinates with local operations management and finance as necessary to process mass pay changes, annual bonus payouts and annual performance reviews.
• May be assigned as the key HR contact on acquisition diligence and integration.
• Supports the development and implementation of project plans and manages and controls project scope. Participates in overall project communication and resolves issues or roadblocks to success.
• Serves as primary point of accountability for assigned state agency or internal audits. Provides reports or requested documentation, either producing individually, or seeking out and engaging the best resources to enable compliance with the request.
• Plans and coordinates activities, services and programs among departments and personnel across the operating group, which may include rollout of new initiatives such as corporate mandates, compensation program changes, training, performance management, or policy and procedure changes.
• Utilizes reports and metrics to suggest improvements regarding systems, processes, or business priorities.
• In partnership with Operational Leadership and the Business Manager/Director analyzes HR and business results, develops new strategies, creates and presents the business case and plan for transformation. Then quantifies the financial impact of approved initiatives as required and monitor progress towards targets.
• Identifies and leads project implementation for potential areas of opportunity with respect to employee engagement/retention, compliance, HR quality improvement and cost reduction.
• May develop or deliver training and teaching materials based on project or implementation requirements and development of leaders.
• Leads the talent assessment and succession planning process and drives focus on development plans with in assigned areas.
• Performs other duties and actions as required.

• May supervise HR Operations Specialists in larger operating groups depending on the number of employees.
• Manages assigned personnel. Completes performance evaluations, orientation, and training. Makes decisions on employee hires,…