HR Operations Manager

Planned Parenthood of Maryland•Baltimore, MD

1d•$125,000 - $140,000

About The Position

Planned Parenthood of Maryland (PPM) is a not-for-profit family planning agency that provides high-quality, affordable reproductive health care for women, men, and teens. Our mission is to enable all Marylanders to have access to a wide range of high-quality, affordable reproductive health care services. We help individuals make informed decisions about their reproductive health, family planning options, and sexuality. Please include a Cover Letter AND Resume in order to be considered for this position. The Human Resources Operations Manager serves as the organization’s senior HR Business Partner and operational HR leader. This role is responsible for translating organizational strategy into effective HR process execution of programs, and practices that support staff, leaders, and patient care across all locations. The HR Operations Manager oversees the HR operational lifecycles including talent acquisition, talent development, credentialing, employee engagement and relations, HR systems (HRIS), and HR vendor management . This role works cross-departmentally with leadership to ensure that people, processes, and HR infrastructure are aligned with organizational goals and healthcare compliance requirements. This position reports to the VP of Human Resources.

Requirements

Bachelor’s degree in Human Resources, Business, or related field required.
Minimum 7 years of progressive HR leadership experience, preferably in a healthcare or multi-site environment.
Experience serving as an HR Business Partner to senior leaders and in a unionized environment is required.
Demonstrated experience leading recruitment, employee relations, and HR systems.
Strong knowledge of federal and Maryland employment laws.
Experience with credentialing and healthcare workforce compliance.
Ability to build HR systems and processes that scale across locations.
Strong analytical, organizational, and problem-solving skills.
Excellent interpersonal and communication skills.
Proficiency with HRIS and Microsoft Office Suite.
Must be able to talk, hear and read documents both on paper and on a computer screen.
Must be able to operate a computer, including keyboarding with repetitive motions of both hands and wrists.
Must be able to move freely throughout and between PPM locations .
Must have ability to lift 25 pounds for the occasional need.
Use of acquired knowledge and experience, problem solving skills, organizational skills, judgment and tact.
Must have ability to read, analyze and interpret complex documents, including employment law and regulations.
Must have the ability to respond effectively to sensitive inquiries or complaints.
Ability to define problems, collect data, and establish facts.
Must be able to function efficiently in a fast paced environment despite distractions and interruptions.
Possession of a valid Maryland motor vehicle operator’s license and willingness to use personal vehicle in the course of employment.
Cover Letter AND Resume are required to be considered for this position.
Applicants must pass Criminal Background Screening and the Right to Work in the United States.
PPM Requires COVID-19 Vaccination.

Nice To Haves

SHRM certification strongly preferred.

Responsibilities

HR Operational Strategy & Cross-Department Partnership Partner with PPM’s Leadership Ops team to align HR operations with organizational strategy and workforce needs.
Serve as a senior HR Business Partner to leaders across departments, providing guidance on workforce planning, organizational effectiveness, and people management from a data driven perspective.
Develop, implement, and continuously improve HR policies, workflows, and systems that support operational excellence.
Lead HR participation in organizational initiatives, accreditation readiness, and cross-functional projects.
Manage HR-related vendor relationships including benefits brokers, background check providers, HR systems, and training partners and ensure all invoicing processes are accurate and timely.
Talent Acquisition Design and lead the organization’s end-to-end recruitment strategy across all roles and locations.
Partner with hiring managers to forecast workforce needs and build effective recruitment plans.
Oversee candidate experience, selection processes, onboarding, and orientation programs.
Manage recruitment metrics, time-to-fill, and quality-of-hire outcomes.
Supervise any HR staff/vendors responsible for recruitment coordination and onboarding.
Employee Engagement & Relations Develop and implement programs that strengthen employee engagement, retention, and workplace culture – including engagement event planning in conjunction with the OCEO.
Oversee employee relations, including performance concerns, investigations, corrective action, and conflict resolution.
Serve as a trusted resource to managers for employee coaching, guidance, and policy interpretation.
Analyze engagement surveys, turnover trends, and workforce data to recommend improvements to the employee experience.
Ensure a strong and compliant partnership with all requirements of the CBA in partnership with SEIU 1199.
Ensure compliance with federal, state, and healthcare-specific employment regulations and PPFA accreditation standards related to Human Resources.
Serve as liaison to legal counsel on employment matters as needed.
Talent Development Oversee performance management processes to ensure consistency, fairness, and alignment with organizational values and act as key user for our Lattice platform.
Lead staff and leadership development initiatives, training programs, and mentoring opportunities.
Design and implement programs that support professional growth and career development across the organization – supporting with building career pathways and succession planning.
HR Department Responsibilities Oversee staff credentialing processes and supporting vendors to ensure compliance with state and federal healthcare regulations and PPFA accreditation requirements.
Ensure required licenses, certifications, and training are current and properly documented.
Maintain audit-ready credentialing and personnel records.
Oversee HRIS administration, data integrity, reporting, and system optimization and supervise HR administrative staff responsible for personnel records, documentation, and HR processes.
Supervising the execution of Payroll processes and auditing the registers prior to submission
Represent HR in cross-department initiatives and leadership committees.
Support internal communications related to HR programs and initiatives.
Perform other related duties as assigned.