Human Resources Manager / Human Resources Business Partner

Title: Human Resources Manager/HRBP

Status: Full-Time/Exempt

Reports to: Chief People Officer

Direct Reports: Human Resources Generalist

Location: Bi-weekly/weekly travel to corporate office in Florham Park, NJ, and additional travel to practices in New England & Mid-Atlantic regions (~15-20%).

MUST RESIDE IN PA/NJ/CT/NY AREA

OVERVIEW

Select Dental Management (“SDM”) is a growing and profitable Dental Services Organization with 38 dental practices across several states in northeastern and mid-Atlantic US regions. SDM is looking for an experienced, knowledgeable, and people-oriented HR Manager/Human Resources Business Partner (“HR Manager”) to provide concierge-level HR support to our practices and to manage our HR integrations process.

The HR Manager provides high quality HR service to employees and managers in HR areas including, but not limited to, employee relations, integrations, hiring, onboarding/offboarding, benefits and compensation, performance management, annual training, leave administration, and HR communications. The HR Manager builds collaborative effective partnering relationships at all levels, and upholds the ongoing commitment to build scalable processes while maintaining high quality service in support of our values as the organization grows.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

HR support throughout employment lifecycle

• Provides guidance and support to practice and regional leaders on a variety of employee relations items including policy guidance, coaching, performance management, recognition, development, corrective actions, performance improvement plans, and separations.
• Attends separation meetings remotely or in-person, as required. Administers HR items related to termination processes such as termination letters, severance, payroll coordination, exit interviews, COBRA information, etc.
• Maintains a regular cadence of interaction, service, and support with current and newly integrated practices in assigned locations. Travels occasionally and as needed to existing practices.
• Cultivates relationships and partners with key stakeholders across SDM including Clinical Leadership to develop and implement supportive business strategies; partners cross-functionally on process or program initiatives.
• Fully understands, provides guidance, and administers SDM policies and procedures accurately and consistently.
• Working with the Chief People Officer, conducts employee investigations to determine appropriate Company responses and ensure outcomes are fair, equitable, and compliant with Company policy and federal/state/local employment laws.
• Oversees new hire and annual performance management processes from start to end, ensuring leaders complete all critical steps and HR is supporting the feedback process. Manages compensation, communications, and leadership training. Works with payroll to ensure annual merit salary increases are done in a timely manner.
• Creates and delivers HR data metrics routinely and ad-hoc as needed (i.e. turnover and retention, exit interview data, new hires, etc.). Considers how HR can partner to positively influence findings from metrics.
• Manages leave administration and workers’ compensation claims, including working with outside vendors, other carriers, or state programs.
• Oversees Human Resources Generalist and responsibilities related to coordination of new hire offers, processing, onboarding, orientation, and communication, and collaborates with leadership at assigned locations to ensure a high-quality employee experience.
• Communicates with employees on specific issues surrounding payroll and/or deductions.
• Assists team in troubleshooting and answering day to day benefits questions related to health benefits, 401k, paid time off, etc.
• Coordinates, oversees, and delivers manager and employee training.
• Under the direction of the Chief People Officer, develops communications on HR-related topics, updates, processes, and projects.
• Establishes and/or upgrades HR procedures as needed while recommending changes to improve the efficiencies to minimize manual administration, workflow bottlenecks, and repetitive data entry.
• Ensures compliance with federal, state, and local laws and best practices; keeps abreast of changes made to existing laws and communicates with proposed solutions; implements approved changes accordingly. Ensures continuous development of knowledge of legal requirements.
• Other duties and projects as required, with a team mindset that we all work together to get things done regardless of role.

New practice HR integrations

• Acts as the HR primary point of contact in assigned locations and newly integrated practices; provides excellent customer service responding effectively to all inquiries in a timely manner; identifies common trends or themes to implement broader solutions to improve HR service areas for employees and doctors.
• Responsible for end-to-end project management, support, service, and execution of the HR integration process including, but not limited to:
• Reviews initial census, including status (PT/FT), job title, compensation, and benefits; makes recommendations to senior leadership based on analysis.
• Travels to newly integrated practices to conduct orientation, benefits, 401k, and time and attendance/payroll system training. (NJ, NY, CT, PA, VT, NH, MA, MD, DC, etc.).
• Partner with HR team to ensure onboarding and employee information is entered into HR system (currently ADP) correctly.
• High quality communications with the integrations and operations teams, leaders, and other key stakeholders involved in the integrations process; attends regular integrations meetings and provides updates on HR-related items and progress.

EDUCATION AND EXPERIENCE

• Minimum of 8 years of progressive HRBP experience supporting a diverse population of at least 500 employees
• Bachelor’s degree in human resources or other related degree
• Experience in high-volume, complex multi-state and multi-entity organizations required, healthcare or dental MSO/DSO a plus
• HR Certification (SHRM, PHR, HRCI or other) preferred
• Knowledge of federal and state-specific regulations and employment law
• Ability to understand and manage leaves in the states where we operate (currently NY, NJ, CT, PA, VT, NH, MA, MD, DC, etc.)
• Knowledge of health and welfare benefits and 401(k) plan administration
• Experience with payroll and HRIS systems required, experience with ADP Workforce Now highly preferred
• Experience in integrating acquired businesses a plus
• Willingness and ability to travel up to 20% based on needs of the business and supported practices
• Proficiency in Microsoft Office, including Excel proficiency, highly preferred

SKILLS & BEHAVIORS

• Experience presenting information to groups, and comfortable leading discussions
• Strong analytical, communication, interpersonal, organizational, and problem-resolution skills
• Excellent project management and multi-tasking skills with the ability to work under pressure
• Ability to prioritize work and projects effectively
• Ability to build and maintain partnerships at various staff and management levels and across various functions
• Possess strong integrity and ethics and the ability to maintain confidential information
• Growth: We strive to continuously improve and are goal oriented. We grow always in all ways.

Our Mission & Values: Drive All Decisions and Actions “To Make Our Teams, Patients, and Practices Happier and Healthier!”

Positive Energy – We are enthusiastic, empathetic, compassionate, optimistic, generous, kind, and passionate.

Partnership – Work collaboratively together to achieve shared goals. We accomplish more together than as individuals. We are better together.

Communication – Set clear expectations and feedback to our patients and team members.

Growth - We strive to continuously improve and are goal-oriented. We grow always in all ways.