Senior HR Manager

NationsBenefits•Plantations, FL

5d•Onsite

About The Position

NationsBenefits is a rapidly growing company in the Healthcare Fintech sector, specializing in supplemental benefits, flex cards, and member engagement solutions. We collaborate with managed care organizations to offer innovative healthcare solutions that enhance growth, improve outcomes, reduce costs, and provide value to members. Our offerings include supplemental benefits, fintech payment platforms, and member engagement solutions designed to help health plans deliver high-quality benefits that address social determinants of health, thereby improving member health outcomes and satisfaction. Our robust, compliance-focused infrastructure, proprietary technology, and premier service model enable our health plan partners to deliver high-quality, value-based care to millions. We foster a rewarding work environment that attracts top talent and encourages all associates to contribute to delivering premier service. Our mission is to positively transform the healthcare industry, offering internal career advancement opportunities across our US, South America, and India locations.

Requirements

7+ years of progressive HR experience.
Strong HR Generalist / HR Business Partnering background.
Demonstrated experience in employee relations and manager coaching.
Experience with performance management and employee development.
Knowledge of HR policies, practices, and employment regulations.
Experience handling confidential and sensitive employee matters.
Strong written and verbal communication skills.
Strong analytical, organizational, and problem-solving skills.
Ability to manage multiple priorities and work independently.

Nice To Haves

Bachelor’s degree in human resources, Business Administration, or a related field preferred.
Experience with leave administration, including FMLA/LOA, preferred.
Experience supporting multi-business-unit or fast-paced organizations preferred.

Responsibilities

Serve as a trusted HR advisor and business partner to managers and employees.
Partner with leaders to understand business priorities, workforce challenges, and people-related needs.
Provide guidance on HR policies, procedures, employee matters, and organizational practices.
Conduct regular meetings with managers and business leaders to proactively identify and address HR concerns.
Support leaders in making effective and consistent people-related decisions.
Partner with HR leadership on the implementation of organizational HR initiatives.
Manage employee relations matters from initial concern through resolution.
Partner with managers on employee performance, conduct, attendance, workplace concerns, and other employee-related matters.
Conduct or support workplace investigations as required.
Ensure employee relations matters are appropriately documented and handled consistently.
Escalate complex or high-risk matters to HR leadership and/or Legal when appropriate.
Serve as the primary HR point of contact for union employees and union-related HR matters within the assigned business population.
Develop and maintain effective working relationships with union representatives, shop stewards, and union leadership.
Interpret and administer applicable Collective Bargaining Agreements (CBAs) in partnership with HR leadership and Legal.
Ensure HR practices and employee actions are consistent with applicable union agreements, company policies, and employment laws.
Partner with managers to address employee relations matters involving union employees.
Support the administration of grievances, disciplinary actions, attendance matters, performance concerns, employee complaints, investigations, leave-related matters, policy violations.
Participate in grievance meetings and other labor-management discussions as required.
Maintain appropriate documentation of union-related employee matters and actions.
Monitor and track grievances, disciplinary actions, and other labor relations cases.
Partner with HR leadership and Legal on escalated or complex labor relations matters.
Support the implementation and communication of changes arising from collective bargaining agreements.
Ensure managers understand and consistently apply union-specific requirements.
Support union-related reporting, documentation, and compliance requirements.
Support preparation for union meetings, negotiations, and contract discussions as requested by HR leadership.
Identify trends and recurring issues within the union population and recommend appropriate HR interventions.
Oversee day-to-day HR operations and ensure timely and accurate execution of HR processes.
Support employee lifecycle processes, including onboarding, transfers, promotions, job changes, leaves, and exits.
Ensure employee records and HR documentation are maintained accurately.
Review and respond to HR inquiries from employees and managers.
Identify process gaps and recommend improvements to enhance HR service delivery.
Develop and maintain HR SOPs, workflows, templates, and process documentation.
Oversee and support employee leave processes, including FMLA, LOA, and other applicable leaves.
Partner with employees, managers, Benefits, and other stakeholders to ensure timely follow-up on leave cases.
Support attendance management and policy interpretation.
Review attendance trends and identify recurring concerns.
Provide guidance to managers regarding attendance-related employee matters.
Ensure leave and attendance practices are aligned with applicable policies and regulations.
Support the organization's performance management process.
Partner with managers on performance-related matters, including performance improvement plans and corrective action.
Coach managers on setting expectations, providing feedback, documenting performance concerns, and conducting effective performance conversations.
Support performance review cycles and ensure timely completion of required activities.
Identify opportunities to strengthen performance management practices across the organization.
Support initiatives that strengthen employee engagement, retention, and workplace culture.
Partner with HR leadership to implement employee engagement programs and initiatives.
Gather employee feedback and identify opportunities to improve the employee experience.
Support recognition, communication, wellness, and employee experience initiatives.
Promote a positive, inclusive, and collaborative workplace culture.
Ensure HR practices are aligned with applicable federal, state, and local employment requirements.
Support HR compliance audits and reviews.
Maintain appropriate employee documentation and records.
Partner with Legal and HR leadership on employment-related compliance matters.
Stay informed about relevant changes in employment legislation and recommend appropriate HR process updates.
Partner with HRIS and Payroll teams to resolve employee-related data, payroll, timekeeping, and system issues.
Review employee timekeeping and PTO-related concerns with managers as required.
Support accurate and timely completion of HR transactions.
Ensure employee information is accurately maintained within HR systems.
Provide business context and HR guidance for HRIS-related process improvements.
Prepare and review HR reports related to: Headcount, Attrition, Attendance, Leave, Performance, Employee engagement.