HR & Payroll Manager

Strive Rehabilitation Partners•Houston, TX

About The Position

Strive Rehabilitation Partners is seeking an experienced, detail-oriented HR & Payroll Manager to oversee day-to-day human resources, payroll, and employment compliance functions. This hands-on management position is responsible for employee administration, payroll accuracy, benefits coordination, and employment-related compliance. The manager works independently and closely with executive leadership, clinical personnel, and operational teams to provide responsive employee support and maintain accurate, consistent, compliant employment practices. The role manages payroll preparation, processing, reconciliation, compensation records, payroll-related obligations, timekeeping, leave balances, and employee payroll inquiries. It also oversees employee lifecycle administration, personnel files, onboarding, benefits, HR policies, recruiting support, and employee relations documentation. The manager monitors employment and healthcare-related compliance across the states where Strive operates, tracks required credentials in coordination with clinical credentialing, supports audits and partner requirements, and identifies and addresses compliance gaps. The position also improves HR and payroll workflows, develops standardized administrative tools, prepares operational reports, coordinates across administrative functions, and independently resolves routine matters while escalating significant issues appropriately. The ideal candidate is conscientious, service-oriented, accurate, discreet, responsive, and able to exercise sound judgment and take ownership. The position supports the psychologists who provide services to patients and families and offers the opportunity to work with senior leadership while helping build the operational foundation of a growing healthcare organization. The role does not provide direct patient care.

Requirements

Bachelor's degree in Human Resources, Business Administration, Accounting, or a related field, or equivalent professional experience.
At least five years of progressive experience in human resources, payroll administration, or related business operations.
Demonstrated experience independently managing payroll and employee administration.
Working knowledge of federal employment regulations and multistate payroll and HR compliance requirements.
Experience administering employee benefits, onboarding, personnel records, and HR policies.
Proficiency with payroll and HR information systems, Microsoft Excel, and Microsoft 365.
Strong organizational skills and attention to detail, with the ability to manage competing priorities.
Excellent written and verbal communication skills.
Discretion in handling confidential employee, financial, and organizational information.
Ability to work independently, identify problems proactively, and follow through to resolution.

Nice To Haves

Prior HR or payroll management experience in a healthcare organization, medical practice, or other regulated professional services environment.
Experience supporting employees across multiple states, particularly Texas, Florida, and Nevada.
Familiarity with healthcare employee onboarding, professional licensure tracking, and hospital-specific personnel requirements.
Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, CPP, or FPC.
Experience improving or implementing HR and payroll processes in a growing organization.
Experience supporting a geographically distributed workforce.

Responsibilities

Manage payroll preparation, review, processing, and reconciliation.
Maintain accurate compensation records, including salary changes, bonuses, deductions, and payroll adjustments.
Review payroll information for accuracy and resolve discrepancies promptly.
Coordinate payroll tax reporting, withholding, and other payroll obligations with external providers.
Maintain internal controls and documentation supporting payroll transactions.
Administer employee timekeeping, leave balances, and paid time off under company policies.
Serve as the primary point of contact for employee payroll questions and concerns.
Manage the employee lifecycle, including onboarding, employment changes, leaves of absence, and separations.
Maintain complete, accurate, and confidential personnel files.
Coordinate new-hire documentation, employment eligibility verification, background screening, and required acknowledgments.
Administer benefits enrollment, changes, renewals, and related employee communications.
Respond to employee questions about policies, benefits, compensation administration, and employment procedures.
Maintain and improve employee handbooks, HR policies, standard operating procedures, and administrative workflows.
Support recruiting through offer-letter preparation, pre-employment requirements, and onboarding coordination.
Coordinate performance documentation, corrective actions, and employee relations matters with executive leadership.
Monitor and administer employment compliance requirements across the states where Strive operates.
Maintain compliance with applicable federal and state employment laws, including wage and hour requirements, leave administration, and personnel recordkeeping.
Coordinate required employee training, policy acknowledgments, and compliance documentation.
Track employee professional licenses, certifications, and other employment credentials with the clinical credentialing function.
Maintain records supporting internal reviews, external audits, and healthcare partner requirements.
Identify potential compliance gaps, recommend corrective actions, and monitor completion.
Assist executive leadership with consistent HR practices as the organization expands into additional markets.
Evaluate HR and payroll workflows and implement improvements to accuracy, efficiency, and accountability.
Develop and maintain standardized checklists, tracking systems, and recurring administrative calendars.
Establish review and approval procedures for sensitive employee and payroll changes.
Prepare reports on staffing, payroll, employee compliance, and relevant operational metrics.
Coordinate with accounting, recruiting, credentialing, and other administrative functions to ensure accurate information and timely completion of employee-related activities.
Resolve routine operational matters independently and escalate significant issues appropriately.