HUMAN RESOURCES MANAGER

Apis Services Inc•Reading, PA

14d•$65,000 - $75,000•Hybrid

About The Position

The HR Relationship Manager I is the Tier 3 workforce and portfolio relationship owner within ONE HR. The role partners with assigned affiliates or programs, understands workforce conditions, guides employees and managers, coordinates HR resources, and ensures issues move to resolution without recreating a separate affiliate HR function. This is a non-supervisory management role. The HR Relationship Manager I works closely with the HR Specialist Lead, who supervises HR Specialist I staff and manages Tier 2 workflow. The Relationship Manager I owns portfolio workforce strategy and relationships; the Lead HR Specialist owns Specialist I execution and queue operations.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field preferred; equivalent experience may be considered.
SHRM-CP, PHR, or comparable certification preferred but not required.
Must satisfy applicable background, clearance, and site-access requirements.
Must maintain confidentiality and eligibility for access to employee information.
Three or more years of progressive HR, employee-relations, HR operations, or workforce-management experience preferred.
Experience advising managers, resolving employee matters, interpreting policy, and coordinating across HR functions.
Multi-site, shared-services, human-services, behavioral-health, healthcare, or other complex operating experience preferred.
Working proficiency with HRIS, case-management tools, Microsoft 365, workforce reporting, and dashboards; direct people-management experience is not required.
Workforce consultation, employee relations, policy interpretation, and cross-functional HR coordination.
Sound judgment regarding employment actions, escalation, risk, and role boundaries.
Ability to translate workforce data and trends into practical recommendations.
Strong case ownership, documentation, prioritization, and problem solving.
Ability to influence outcomes without direct supervisory authority over HR Specialists.
Credible, professional communication with employees, managers, leaders, and HR teams.
Strong consultation, coaching, conflict-management, and relationship-management skills.
Effective partnership with the HR Specialist Lead and ONE HR specialty functions.
Professionalism, discretion, neutrality, confidentiality, accountability, and follow-through.
Commitment to ONE HR - ONE EXPERIENCE and enterprise processes rather than affiliate silos.
Proficiency with Microsoft 365 and standard business technology.
Ability to maintain confidentiality and use only organization-approved systems and equipment for organizational work.
Ability to travel to assigned affiliate or program locations and adjust schedule when operational matters require onsite presence, leadership meetings, workforce events, or urgent employee support.
When driving is an essential function, must maintain a valid driver's license, required vehicle documentation, and an acceptable driving record.
Ability to use standard office equipment associated with assigned duties.
Adhere to applicable laws, professional ethics, organizational policies, bylaws, and approved protocols.
Follow OSHA, infection prevention, emergency preparedness, fire and safety, confidentiality, information security, and HIPAA requirements.
Complete all required orientation, training, competency, credentialing, and continuing-education activities.
Maintain professional boundaries and promptly disclose actual or potential conflicts of interest.
Maintain a professional demeanor and exercise sound judgment in all employment duties.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field.
SHRM-CP, PHR, or comparable professional HR credential.
Experience supporting distributed, multi-state, or 24/7 workforces.
Experience using workforce analytics and case trends to advise operational leaders.
Experience in centralized HR shared services or portfolio relationship management.

Responsibilities

Serve as the designated HR Services relationship owner for assigned affiliates, programs, or portfolios.
Monitor headcount, vacancies, turnover, retention, absenteeism, staffing risk, employee trends, and recurring workforce issues.
Guide managers and employees on performance, attendance, conduct, policy, corrective action, workplace concerns, and routine-to-moderate employee matters.
Coordinate Talent Acquisition, Onboarding, HRIS, Compliance, L&D, Benefits/Payroll, and other ONE HR resources while maintaining ownership of the portfolio experience.
Support workforce planning, retention, organizational changes, leadership transitions, communications, and enterprise HR initiatives.
Operate as a portfolio leader with no direct supervision of HR Specialist staff.
Partner with the HR Specialist Lead on case priorities, recurring themes, off-hours matters, and required follow-up.
Coach managers through appropriate corrective action, suspension, and termination processes within delegated authority.
Coordinate clear handoffs to Employee Relations, Compliance, Risk, Legal, HRIS, Talent, or other specialty functions and follow matters through closure.
Maintain ONE HR enterprise standards while adapting service delivery to the operational needs of the assigned portfolio.
Apply approved policies, SOPs, decision guides, and escalation standards consistently.
Maintain accurate, objective, timely, and confidential HR documentation in approved systems.
Escalate significant legal, regulatory, safety, retaliation, discrimination, harassment, misconduct, or organizational-risk matters.
Coordinate employee-file and compliance matters with ONE HR Compliance, which retains interpretation, validation, exception, and final compliance authority.
Use case and workforce trends to identify recurring quality, leadership, compliance, or process concerns.
Maintain a regular service cadence with assigned leaders and use workforce data and feedback to identify priorities.
Coordinate with the HR Specialist Lead on queue themes, employee issues, unresolved matters, and cross-shift handoffs.
Provide Tier 3 consultation when matters require broader workforce judgment, portfolio context, or cross-functional coordination.
Use HRIS, workforce dashboards, case tools, and reports to monitor workforce conditions and service delivery.
Travel to program locations as needed for workforce meetings, employee support, organizational change, or operational priorities.
Exercises independent professional judgment as the Tier 3 relationship owner within approved policy, SOPs, and delegated authority.
May advise managers, coordinate HR resources, recommend workforce actions, and facilitate routine-to-moderate employment decisions.
Must escalate formal investigations, major suspension or termination decisions, serious misconduct, legal/regulatory risk, policy exceptions, or matters above delegated authority.
Is accountable for portfolio visibility, relationship quality, timely coordination, documentation, follow-through, and appropriate escalation.
Does not supervise HR Specialists; formal work assignment and performance management of HR Specialist I remain with the HR Specialist Lead or designated leader.