Founded in 1912 as an adoption agency, Canopy Children's Solutions is Mississippi’s most comprehensive nonprofit provider of children’s behavioral health, educational, and social service solutions. Canopy employs a diverse group of mission-driven individuals committed to honoring the voice of Mississippi children and families. Being an integral part of the Canopy team involves committing to the Core Values that drive our organization forward:

• The voice of our children and families always comes first
• Relationships matter and our differences make us stronger
• We take great joy in service to others
• Our families and our communities deserve our very best

Canopy has been designated a Great Place to Work® for the fourth consecutive year, and is one of only eight companies in Mississippi to qualify for this certification in 2023-2024. Canopy’s employees are charged with building a healthy work culture within their teams, that focus on trust, and the collective goal of helping kids thrive and families to overcome extraordinary challenges.

Position Overview

• The Human Resources Manager, under the direction of the Senior Director of Human Resources, guides and manages the overall onboarding and compliance related transactions of the Human Resources department. The role will support a variety of initiatives including driving consistency in employee onboarding practices and will be the primary source of verification of credentialing elements, annual background checks and licensure renewals for all employees including clinical staff. Ensure best practices are adhered to and processes are compliant with state and federal regulations.

Job Responsibilities:

• • Assists Human Resources Director with Human Resources strategy for the Organization that helps to build and sustain a challenging, productive, and positive work environment while overseeing the day to day operations of the Human Resources department.

  Supervising

  • Supervises HR staff in Human Resources Coordinator roles, and conducts bi-weekly supervision meetings for routine check in and coaching purposes.
  • In conjunction with supervising HR Coordinator(s), the HR Manager oversees the onboarding and compliance processes for the Organization.

  Compliance and Onboarding

  • Oversees onboarding process within Organization to ensure new employee records are obtained and maintained correctly in personnel files.
  • Seeks opportunities for improvement in Onboarding process with assistance of the HR Coordinator to ensure a successful process from start to finish.
  • Oversees compliance process for all employees, including: processing audits when they arise with assistance from HR Coordinator.
  • Checks weekly HR Compliance report to ensure employees personnel records are maintained per Organization and/or program standards.
  • Pulls compliance information by request from Legal/Compliance department in the event of an investigation.
  • Ensures the completion of monthly CPS reporting.

  Marketing

  • Responsible for assisting with creation and execution of communications on behalf of the HR department, including but not limited to: creating communications and a communications schedule, working with Advancement when necessary, etc.

  Compensation

  • Oversees Payroll Status Change form process with HR Compliance Coordinator that include salary changes, promotions, title changes, employee type changes, etc.

  Career Development

  • Attends internal management trainings, book clubs, monthly meetings, etc. for the purpose of career growth and development

  Performance Evaluations

  • Assists HR Director with the creation of the performance evaluation template, testing, distribution, and troubleshooting.
  • Conducts this process annually

  HRIS

  • Assists HR Director and outside teams with onset of new modules in HRIS system, including but not limited to: learning, training, execution of new module to staff, maintenance and utilizing resources to become expert in new module.
  • Keeping current with new updates in system, communicating any updates to HR staff.
  • Acts as resource for employees when issues arise in HRIS system, and communicates with HRIS system rep for problem resolution when needed.

  Reporting

  • Pulls and create reports ad hoc for senior management and HR

  Project Based Responsibilities

  • Assists HR Director, Senior Management, and other teams as needed when special projects arise
  Completes other duties as assigned.

Required Qualifications:

• Bachelor’s degree in Human Resources or business-related field plus a minimum of four (4) years’ experience in Human Resources required.
• PHR or SHRM-CP preferred.
• Supervisory experience preferred.
• Previous experience within the health care industry is a plus.
• The successful candidate should be able to work independently, set daily priorities and should have excellent time management skills.
• A high degree of professionalism is required with employees, supervisors and management.
• Thoroughness, attention to detail, and confidentiality are essential.
• The ability to motivate and work with and through others to achieve desired results.
• Must possess analytical, assessment, program execution and facilitation skills.
• Ability to maintain effective business relationships within all areas of the organization and the ability to work with all levels of associates.
• Must have strong skills in UltiPro, Microsoft Word, Excel, PowerPoint, and Outlook.
• Exceptional written and verbal communication skills.
• Excellent communication/presentation skills required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)