Human Resources Manager

Corporate Human Resources Manager Essential Duties and Responsibilities

1. Employee Relations (ER) — Primary Responsibility Serve as the primary corporate HR contact for employee relations matters, workplace concerns, grievances, interpersonal conflicts, and management consultations. Conduct timely, impartial, and thorough investigations involving employee complaints, workplace misconduct, harassment, discrimination, retaliation, policy violations, and other personnel matters. Interview employees, supervisors, and witnesses; review relevant documentation; assess available evidence; and prepare written findings and recommendations. Provide guidance to managers regarding employee counseling, disciplinary actions, performance improvement plans, attendance concerns, and termination recommendations. Mediate workplace conflicts and facilitate constructive communication between employees and management. Ensure consistent application of company policies, disciplinary standards, and established HR procedures across departments and locations. Identify recurring employee relations issues and recommend corrective actions to address underlying causes. Maintain appropriate confidentiality and ensure employees can raise good-faith concerns without fear of retaliation. Track open cases, monitor resolution timelines, document outcomes, and follow up to determine whether concerns have been adequately addressed. Escalate complex or high-risk matters to executive leadership, legal counsel, compliance, or other designated personnel. Coach supervisors and managers on effective leadership, documentation, communication, conflict resolution, and employee accountability. Analyze employee turnover, exit interview feedback, absenteeism, and workplace complaints to identify opportunities for improvement.
2. Workers’ Compensation Administration and Claims Management Oversee the administration and coordination of workers’ compensation claims for work-related injuries and illnesses. Serve as a central point of contact for employees, managers, insurance carriers, third-party claims administrators, occupational health providers, and other relevant stakeholders. Ensure workplace injuries are reported promptly and that required claim documentation is completed and submitted within applicable deadlines. Coordinate the workers’ compensation process from initial injury reporting through claims follow-up, recovery, and return to work. Maintain accurate records of reported injuries, claim status, work restrictions, lost time, and return-to-work milestones. Partner with managers and claims administrators to monitor claim progress and address delays or administrative issues. Coordinate appropriate communication with injured employees regarding reporting procedures, claim status, available resources, and return-to-work expectations. Work with healthcare providers and authorized claims representatives, as appropriate, to obtain and communicate relevant work restrictions while protecting confidential medical information. Collaborate with department leaders to identify temporary modified-duty or transitional assignments consistent with documented restrictions and operational requirements. Coordinate return-to-work planning for employees recovering from workplace injuries, including communication regarding work status, restrictions, and anticipated return dates. Identify opportunities to reduce unnecessary lost workdays through timely communication, appropriate transitional duty, and effective claim coordination. Review workers’ compensation trends, claim frequency, lost-time incidents, and related expenses to identify opportunities for prevention and process improvement. Partner with safety, compliance, and operational leadership to identify workplace hazards and recommend corrective actions. Assist with workers’ compensation audits, insurance renewals, claim reviews, and related reporting. Maintain appropriate separation between workers’ compensation claim administration and other protected medical or leave information.
3. FMLA Administration and Leave Management Oversee the administration of the Family and Medical Leave Act (FMLA), including employee inquiries, eligibility reviews, required notices, certification processes, leave tracking, and return-to-work coordination. Evaluate employee eligibility and qualifying reasons for leave in accordance with applicable FMLA requirements. Ensure required eligibility and rights-and-responsibilities notices, designation notices, and other applicable documentation are issued within required timeframes. Coordinate medical certification requests, recertification when permitted, and clarification or authentication processes in accordance with applicable requirements. Maintain accurate records of continuous, intermittent, and reduced-schedule leave usage. Monitor leave balances and usage to ensure accurate tracking and appropriate coordination with payroll, scheduling, and department management. Provide employees and managers with clear guidance regarding leave procedures, documentation requirements, reporting expectations, and return-to-work processes. Coordinate FMLA with applicable state or local leave laws, employer-provided leave policies, paid leave benefits, and other applicable job-protected leave entitlements. Identify and escalate situations that may require additional leave consideration, reasonable accommodation review, or legal guidance. Ensure employees are not subjected to retaliation or prohibited interference for requesting or exercising protected leave rights. Coordinate return-to-work documentation and communicate appropriate work status information to authorized managers while safeguarding medical confidentiality. Maintain required FMLA records and support internal audits, compliance reviews, and reporting. Train supervisors and managers to recognize potential FMLA situations and promptly refer requests or qualifying absences to HR rather than making independent eligibility or approval decisions.
4. Coordination of Workers’ Compensation, FMLA, and Other Leave Programs Evaluate situations in which a workplace injury or occupational illness may also qualify for FMLA or other protected leave. Coordinate applicable leave entitlements and workers’ compensation benefits while ensuring each program is administered according to its own legal requirements. Identify when an employee's medical condition or work restrictions may trigger an interactive process under the Americans with Disabilities Act (ADA) or applicable state law. Partner with the appropriate stakeholders to evaluate reasonable accommodation requests and potential transitional or modified-duty assignments. Monitor leave expiration dates, claim developments, medical updates, and anticipated return-to-work dates to support effective workforce planning. Ensure that workers’ compensation benefits, wage replacement, protected leave, paid leave, and other benefits are coordinated appropriately without assuming that one program automatically replaces another. Maintain clear documentation of decisions, communications, leave usage, restrictions, and return-to-work planning. Escalate complex cases involving overlapping benefits, extended absences, accommodation requests, or potential employment actions to legal counsel or designated leadership when appropriate. Provide managers with clear guidance on staffing continuity and work restrictions without disclosing confidential medical details beyond what is necessary and permitted.
5. HR Compliance, Documentation, and Risk Management Maintain compliance with applicable federal, state, and local employment laws and regulations governing employee relations, workers’ compensation, protected leave, workplace safety, and reasonable accommodations. Develop, implement, and update HR policies and procedures related to employee complaints, injury reporting, leave administration, attendance, and return-to-work practices. Maintain secure and accurate personnel records, employee relations files, workers’ compensation documentation, and leave records with appropriate access restrictions. Ensure sensitive medical information is maintained separately from ordinary personnel files when required by law. Establish standardized procedures and documentation practices to promote consistency, accountability, and audit readiness. Monitor regulatory developments and recommend updates to policies, procedures, training, and internal controls. Collaborate with legal counsel, insurance representatives, compliance personnel, and executive leadership regarding complex or high-risk matters. Support internal audits, external reviews, claim reviews, and regulatory inquiries as applicable. Identify potential risks involving retaliation, inconsistent disciplinary practices, improper leave administration, delayed injury reporting, and failures to accommodate.
6. Management Training and Employee Support Train managers and supervisors on employee relations best practices, workplace investigations, corrective action, and documentation. Educate managers on recognizing potential FMLA requests and promptly referring them to HR. Train employees and supervisors on workplace injury reporting procedures and workers’ compensation processes. Provide guidance on return-to-work expectations, work restrictions, attendance management, and appropriate communication with employees on leave. Promote a respectful workplace culture that balances employee support with accountability and operational requirements. Develop manager resources, communication templates, checklists, and procedures to improve consistency across the organization. Serve as a trusted and professional resource for employees navigating sensitive workplace, injury, and leave-related situations.
7. Reporting, Metrics, and Continuous Improvement Prepare regular reports for executive leadership on employee relations trends, investigation status, workers’ compensation claims, leave utilization, and compliance activities. Monitor key metrics, including claim frequency, lost-time incidents, claim duration, return-to-work outcomes, leave utilization, investigation timelines, and employee turnover. Identify patterns that may indicate workplace safety concerns, inconsistent management practices, or recurring employee relations problems. Develop corrective action plans and recommend operational improvements based on data, employee feedback, and case reviews. Maintain tracking systems and dashboards to monitor deadlines, outstanding documentation, claim developments, and leave status. Recommend improvements that strengthen compliance, reduce administrative delays, support employee recovery, and improve the overall employee experience.

Qualifications

and Experience Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field. Five or more years of progressive human resources experience, with substantial responsibility for employee relations and leave administration. Previous experience managing or coordinating workers’ compensation claims and return-to-work processes.

Demonstrated working knowledge of FMLA administration and applicable employment laws. Experience conducting workplace investigations and advising managers on disciplinary and employee performance matters. Knowledge of ADA accommodation processes and applicable state and local leave requirements. Healthcare industry experience preferred.

Experience working with insurance carriers, third-party administrators, occupational health providers, or workers’ compensation claims professionals preferred. Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, preferred. Strong organizational, analytical, documentation, communication, and problem-solving skills.

Ability to manage confidential information and multiple complex cases simultaneously. Core Competencies Employee relations and conflict resolution. Workplace investigations and risk assessment. Workers’ compensation claim coordination. FMLA and leave compliance. Return-to-work and modified-duty coordination. Employment law and policy interpretation.

Manager coaching and leadership accountability. Confidentiality, ethics, and sound judgment. Cross-functional collaboration and case management. Data analysis, reporting, and process improvement. Work Environment This position requires regular interaction with employees, supervisors, executive leadership, insurance representatives, claims administrators, healthcare providers, and other external stakeholders.

The Corporate HR Manager must be comfortable handling sensitive personnel matters, managing confidential medical and employment information, investigating workplace concerns, and coordinating complex leave and injury-related cases in a fast-paced healthcare environment. Equal Employment Opportunity Lemontree Healthcare is committed to equal employment opportunity and to maintaining a workplace that promotes fairness, respect, safety, accountability, and compliance with applicable employment laws.