Human Resources Manager

Summit Spine and Joint Centers•Lawrenceville, GA

12d•Hybrid

About The Position

Summit Spine and Joint Centers (SSJC) is on track to become the largest comprehensive spine and joint care provider in the Southeast while providing clinical, surgical and imaging services to our patients. We are seeking a dynamic and versatile Human Resources Manager to join our growing team. This is a unique hybrid role that blends the strategic focus of a Talent Acquisition Specialist with the broad operational scope of an HR Generalist. The ideal candidate will be a true people-person, adept at sourcing and securing top talent while also managing the full employee lifecycle, fostering a positive workplace culture, and ensuring operational HR excellence. You will be instrumental in growing our team and nurturing our most valuable asset: our people.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
5+ years of progressive HR experience, with a minimum of 2+ years focusing on full-cycle recruitment in a fast-paced environment.
Proven experience as an HR Generalist with a strong understanding of employee relations and employment law.
Strong knowledge of HR best practices and compliance requirements (e.g., FLSA, FMLA, ADA, EEO).
Experience using an Applicant Tracking System (ATS) and HRIS platforms.
Exceptional interpersonal communication and relationship-building skills, with a high degree of empathy and professionalism.
Strong problem-solving skills, excellent organizational abilities, and attention to detail.

Nice To Haves

SHRM-CP or PHR certification is a plus.

Responsibilities

Full-Cycle Recruitment: Manage end-to-end recruitment process, from job requisition creation and strategic sourcing to offer negotiation and onboarding.
Utilize various platforms (LinkedIn, job boards, social media, networking) to proactively source active and passive candidates.
Conduct initial screenings and coordinate interviews with hiring managers.
Process Optimization: Continuously evaluate and improve our recruitment processes and tools for efficiency, fairness, and a positive candidate experience.
Data & Metrics: Track and analyze key recruitment metrics (e.g., time-to-hire, cost-per-hire) to inform data-driven decisions and report on progress.
Employee Relations: Serve as a trusted advisor for employees and management on a wide range of HR issues, including conflict resolution, performance management, and policy interpretation.
Onboarding & Offboarding: Oversee a seamless new hire experience from orientation through the 90-day mark, and manage respectful and compliant offboarding processes.
Compliance & Administration: Ensure company compliance with all federal, state, and local employment laws and regulations. Maintain accurate HR records and employee files.
Training & Development: Identify training needs, coordinate development programs, and support initiatives that foster employee growth and career pathing.
Culture & Engagement: Champion our company culture, lead employee engagement initiatives, and help maintain a positive, inclusive work environment.