Human Resources Manager (35653)

Emmaus•Saint Charles, MO

36d•$75,000 - $80,000

About The Position

The Human Resources Manager supports the HR function and Compliance Training within a mission-driven nonprofit organization that provides services to individuals with developmental disabilities. This role helps ensure a supportive, person-centered work environment by assisting with employee relations, compliance, benefits administration, and HR-related projects. The HR Manager collaborates closely with cross-functional teams to strengthen the workforce that delivers high-quality services to the people we support. Emmaus Core Values Core Values: Customer Centered, Integrity, Initiative, and Collaboration. All employees are expected to advocate for the best interest of Emmaus clients and demonstrate Emmaus’ Core Values in all aspects of their job.

Requirements

Bachelor’s degree in Human Resources or related field from an accredited university or college required.
Intermediate Skills with Microsoft Office Suite required.
3 years’ experience managing people required.
3 years’ progressive human resources experience required.

Nice To Haves

Familiarity with AI tools for data analysis is preferred.
PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.

Responsibilities

Cross-functional collaboration Work closely with Client Services and other departments to ensure consistent HR practices across all service areas.
Support managers in implementing HR policies and ensuring alignment with person-centered values and regulatory responsibilities.
Participate in cross-departmental initiatives that enhance employee experience, workforce stability, and overall program quality.
Employee Relations Serve as a first point of contact for staff, including Direct Support Professionals (DSPs)—regarding questions, concerns, and workplace issues.
Support timely, respectful internal investigations and assist in documenting findings and recommending resolutions.
Provide guidance to supervisors and staff on performance expectations, communication strategies, and conflict resolutions aligned with CORE values and person-centered practices.
Manage disciplinary procedures, performance improvement plans, and termination processes, ensuring compliance with employment laws.
Develop and implement strategies to boost employee morale, engagement, and retention.
Oversees the performance evaluation process and guide managers on performance improvement plans.
Identifying training needs and implement development programs.
Compliance Maintain accurate, confidential employee and training compliance records in accordance with legal, DMH and CARF accreditation standards.
Support internal and external audits.
Manage compliance for workers’ compensation.
Filing, investigating, and tracking employee injuries, coordinating with third party administrators.
Ensuring adherence to state specific regulations, OSHA reporting, and managing intersection with FMLA/ADA.
Oversee FMLA, disability and other leaves of absence programs in accordance with company policy and legal requirements.
Manage unemployment claims, provide information to the Division of Employment Security.
Monitor and process quarterly statement of benefits and ensure payment processing.
Manage ongoing facilitation of annual Client Services and Administrative annual training.
Benefit Administration Support day-to-day administration of benefits including health insurance, paid time off, retirement plans, and leave programs such as FMLA and ADA.
Assist staff with open enrollment, claims questions, and benefit navigation, ensuring accessibility and equity.
Assist employees with benefit enrollment, eligibility questions, and issue resolution.
Provide benefit education tailored to a diverse workforce, including DSPs, administrative staff, and program teams.
Oversee the administration of benefits programs, including health, dental, and life insurance, as well as retirement plans.
Oversee the processing of qualifying life events and change of status eligibility for benefits.
HR Projects and Process Improvements Participate in HR projects such as policy updates, employee engagement initiatives, HRIS improvements, and onboarding enhancements.
Collaborate with HR leadership to implement new programs and organizational changes.
Collect and analyze basic HR metrics to support data-driven decision-making.
Participate in organizational projects such as employee engagement initiatives, HRIS optimization, onboarding improvements, and retention strategies for DSPs and other staff.
Support diversity, equity, and inclusion (DEI) initiatives that strengthen representation and belonging across the organization.
Make recommendations to HR director regarding updates to company policies and procedures to ensure legal compliance with federal state and local regulations.