Human Resources Manager

Unity Hospice•De Pere, WI

6d•Hybrid

About The Position

Unity is seeking an experienced Human Resources Manager to bridge tactical execution, operational management, and strategic Human Resources leadership across our organization. This is an exciting opportunity for a strategic, data-driven leader who is passionate about optimizing daily operations and building high-performing teams while managing complex employee relations. Working closely with finance, organizational development, quality, and business line leaders, you will help turn big-picture organizational goals into trackable targets, ensure seamless service delivery, and support institutional initiatives through thoughtful leadership and continuous improvement.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a closely related discipline.
Minimum seven (7) years of progressive, professional-level human resources experience.
Minimum five (5) years of experience in a team-lead, supervisory, or designated project-leadership capacity.
Proven experience managing Human Resources operations in a mid-sized organization (200–500 employees).

Nice To Haves

Active SHRM-CP, SHRM-SCP, PHR, or SPHR professional certification.
Master’s degree in Human Resources or an MBA with an HR concentration.
Exceptional communication skills with a proven ability to influence executive-level stakeholders.
Deep knowledge of structural workflows, job evaluation methodologies, and change management principles.
Ability to remain strictly impartial, manage personal biases, and make fair, data-driven decisions under pressure with incomplete data.

Responsibilities

Serve as the functional owner for all corporate benefit programs (health, welfare, retirement) and act as the primary administrator for FMLA, disability, and specialized state leave regulations.
Direct the preparation and filing of Form 5500 Welfare Plans, lead the annual Retirement Plan Audit, and maintain strict ACA compliance and reporting.
Oversee Workers' Compensation claims and coordinate return-to-work programs.
Manage relationships, contracts, and service level agreements with benefit brokers, TPAs, and software vendors.
Act as the system administrator and data owner for the HRIS. Maintain data integrity, build advanced workflows, and troubleshoot system issues to maximize technology efficiency.
Act as the primary investigator and escalation point for complex employee relations issues, harassment allegations, and grievances, formulating legally compliant, objective resolutions.
Provide daily coaching and advisory support to department heads regarding performance management, corrective action plans (PIPs), and termination protocols.
Lead, coach, and develop the HR Assistant through regular operational oversight to ensure accurate processing of employee lifecycle transactions.
Document workplace investigations utilizing advanced extraction techniques that maintain psychological safety while drafting legally defensible performance plans and institutional policies.
Partner with the HR Director to translate big-picture organizational goals into specific, trackable targets for daily HR operations.
Act with full departmental authority in the absence of the HR Director, attending executive meetings and approving operational spend within designated thresholds.
Coordinate with the Organizational Development Manager to deploy corporate culture initiatives, leadership training programs, and structural reorganizations.
Synthesize headcount, attrition, and climate data into actionable reports for business line leaders.
Maintain expert knowledge of federal, state, and local labor laws (including ADA, FLSA, FMLA, Title VII, EEO, and OSHA regulations).
Audit the Employee Handbook annually.
Personally execute highly sensitive or high-risk administrative tasks, including provider onboarding, workplace accommodations, and complex benefits escalations.
Maintain active operational knowledge of the talent acquisition pipeline to provide direct, hands-on backup during peak operational volume.

Benefits

Medical, dental, and vision insurance
Health Savings Account (HSA)
Medical & dependent care Flexible Spending Accounts
On-site health risk assessments and flu shots
Generous Paid Time Off (PTO)
Extended Illness/Injury Bank (EIB)
Bereavement leave
Fitness membership reimbursement
Employee Assistance Program (EAP)
Competitive pay
Mileage reimbursement
403(b) retirement savings plan
Organization-paid Group Life Insurance
Voluntary life, accident, critical illness, and short/long-term disability
Internal and external learning opportunities
Education assistance
Leadership development
Professional growth support, including covered costs for job-related certifications.