Human Resources Manager

Behavioral Health Allies•Kansas City, MO

42d•Onsite

About The Position

The Human Resources Manager provides operational leadership of Behavioral Health Allies’ HR department, ensuring HR systems, compliance requirements, and workforce processes operate efficiently and consistently across the organization. This role is responsible for day-to-day HR operations, including regulatory compliance monitoring, HR process management, payroll review, benefits administration, employee relations support, workers’ compensation program coordination, leave administration oversight, onboarding compliance processes, and HRIS data integrity. The HR Manager ensures that HR policies, compliance timelines, and workforce programs are implemented consistently across all divisions. This role serves as the primary operational leader of HR functions, supporting supervisors and divisional leaders in addressing workforce issues, maintaining regulatory compliance, and ensuring accurate HR processes. Guided by Behavioral Health Allies’ Core Values— Empower Through Innovation, Integrity in Action, Advocate with Passion, Leaders in Learning, Compassionate Care Always, and Sustainable Growth, Lasting Impact—the HR Manager helps ensure the organization maintains a professional, compliant, and supportive workforce environment. This position requires strong leadership, exceptional organization, regulatory awareness, and the ability to manage multiple HR programs simultaneously.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field preferred
5+ years of HR experience, with at least 2 years in a supervisory or HR leadership role
HR certification (PHR, SHRM-CP) preferred
Experience in regulated environments (healthcare, behavioral health, education, transportation, or human services) strongly preferred
Strong knowledge of employment laws and HR compliance requirements
Experience managing HR operational systems and programs
Strong leadership and team management skills
Advanced organizational and analytical abilities
Strong employee relations and conflict resolution skills
Experience managing HRIS systems (Paylocity preferred)
Strong reporting and data analysis capabilities
Exceptional attention to compliance timelines and documentation
Ability to manage multiple priorities and deadlines
Strong organizational and time management skills
Advanced attention to detail
Professional presence and discretion
Strong Microsoft Office skills
Ability to work independently and collaboratively
Strong customer-service orientation
Strong experience managing compliance-driven HR environments
Experience overseeing FMLA, ADA, Workers’ Compensation, and leave administration programs
Excellent written and verbal communication skills
Ability to maintain confidentiality and handle sensitive matters with discretion
Required company trainings.
Trainings deemed necessary by supervisor.

Responsibilities

Implement and manage HR operational systems that support workforce stability and organizational effectiveness.
Improve HR workflows, documentation systems, and compliance tracking tools.
Optimize HRIS functionality to support accurate employee records and workforce reporting.
Support HR Director in implementing HR strategies and workforce programs.
Ensure compliance with federal, state, and local employment regulations, including wage and hour laws, FMLA, ADA, EEOC, OSHA, and workers’ compensation requirements.
Monitor compliance timelines outlined in the organization’s Regulatory Filings Matrix.
Ensure timely completion of EEOC filings, OSHA reporting, SAR documentation, and regulatory compliance tasks.
Monitor background checks and regulatory action items, ensuring completion of required HR compliance activities.
Maintain audit-ready HR documentation and ensure regulatory requirements are met.
Oversee HR compliance monitoring for employee records, training completion, and credential verification.
Serve as a primary HR contact for supervisors and employees regarding workplace concerns, HR processes, and compliance questions.
Support leadership with employee relations issues, conflict resolution, and disciplinary processes.
Manage the organization’s employee grievance platform (Asana) to ensure timely response and documentation.
Communicate expectations, HR policies, and compliance requirements to employees and supervisors.
Monitor employee training compliance and ensure required training programs are completed within regulatory timelines.
Audit training files and ensure documentation meets compliance requirements.
Evaluate training effectiveness and identify workforce skill gaps.
Collaborate with leadership to improve training and workforce development programs.
Support employees through workers’ compensation claims, return-to-work programs, and workplace accommodations.
Ensure employees are supported during injury recovery and return-to-work transitions.
Promote fair treatment and professional HR practices across the organization.
Monitor workforce metrics including compliance status, payroll accuracy, and HR program effectiveness.
Develop operational HR systems that support organizational growth and scalability.
Provide regular HR operational reports to leadership regarding workforce compliance and trends.
Ensure HR compliance requirements outlined in the Regulatory Filings Matrix are completed on time.
Monitor compliance with EEOC, OSHA, and other regulatory reporting requirements.
Track and manage HR compliance documentation and audit readiness.
Send monthly expiration reports to divisional leaders (training requirements, driver’s licenses, certifications, etc.).
Manage employee recognition programs and engagement initiatives.
Coordinate monthly employee communication updates regarding HR programs, policies, and announcements.
Assist in the development and implementation of HR initiatives designed to improve workforce engagement and retention.
Coordinate the organization’s annual open enrollment process.
Reconcile monthly insurance invoices and benefits provider billing.
Conduct monthly audits of 401(k) program documentation and compliance requirements.
Review bi-weekly payroll prior to processing, as needed.
Audit payroll data for accuracy, compliance, and documentation integrity.
Coordinate with finance and HRIS administrators to resolve payroll discrepancies.
Follow up with employees who experience workplace injuries.
Track workers’ compensation claims and injury trends.
Partner with Risk Management to develop mitigation plans to reduce workplace injuries.
Coordinate return-to-work and modified duty programs.
Approve employee actions including status changes, promotions, and disciplinary documentation.
Manage employee communications related to HR processes and expectations.
Oversee the 2–3 step employment clearing process prior to onboarding and orientation.
Communicate with new hires prior to orientation to ensure readiness and compliance.
Supervise HR staff including HR Generalists, HR Coordinators, and HR support roles.
Establish clear expectations and accountability for HR team performance.
Provide coaching and guidance to HR team members to ensure consistent service delivery.
Track workforce trends including workers’ compensation incidents, training compliance, and payroll accuracy.
Provide operational HR reports to the HR Director and leadership team.
Identify trends and recommend operational improvements to HR systems.
Ensure adherence to HR compliance deadlines and regulatory timelines.
Support HR Director with organizational initiatives and HR strategy implementation.
Perform additional duties and special projects as assigned.