HUMAN RESOURCES MANAGER

HR RELATIONSHIP MANAGER I

Department / Service Line 

Human Resources / ONE HR - HR Services

Affiliate / Location 

APIS Services | Enterprise / Multistate / Hybrid-Field

Reports To 

HR Services Leadership / Assigned Manager

FLSA / EEO 

Exempt | EEO: Professionals

Employment Type 

Full-Time

Date Prepared / Revised 

September 2026

1. POSITION PURPOSE

The HR Relationship Manager I is the Tier 3 workforce and portfolio relationship owner within ONE HR. The role partners with assigned affiliates or programs, understands workforce conditions, guides employees and managers, coordinates HR resources, and ensures issues move to resolution without recreating a separate affiliate HR function.

This is a non-supervisory management role. The HR Relationship Manager I works closely with the HR Specialist Lead, who supervises HR Specialist I staff and manages Tier 2 workflow. The Relationship Manager I owns portfolio workforce strategy and relationships; the Lead HR Specialist owns Specialist I execution and queue operations.

2. ESSENTIAL DUTIES AND RESPONSIBILITIES

Primary Responsibilities

• Serve as the designated HR Services relationship owner for assigned affiliates, programs, or portfolios.


• Monitor headcount, vacancies, turnover, retention, absenteeism, staffing risk, employee trends, and recurring workforce issues.


• Guide managers and employees on performance, attendance, conduct, policy, corrective action, workplace concerns, and routine-to-moderate employee matters.


• Coordinate Talent Acquisition, Onboarding, HRIS, Compliance, L&D, Benefits/Payroll, and other ONE HR resources whilemaintainingownership of the portfolio experience.


• Support workforce planning, retention, organizational changes, leadership transitions, communications, and enterprise HR initiatives.

Leadership and Collaboration

• Operate as a portfolio leader with no direct supervision of HR Specialist staff.


• Partner with the HR Specialist Lead on case priorities, recurring themes, off-hoursmatters, andrequired follow-up.


• Coach managers through appropriatecorrective-action, suspension, and termination processes within delegated authority.


• Coordinate clear handoffs to Employee Relations, Compliance, Risk, Legal, HRIS, Talent, or other specialty functions and follow matters through closure.


• Maintain ONE HR enterprise standards while adapting service delivery to the operational needs of the assigned portfolio.

2. ESSENTIAL DUTIES AND RESPONSIBILITIES, CONTINUED

Quality, Compliance and Risk

• Apply approved policies, SOPs, decision guides, and escalation standards consistently.


• Maintainaccurate, objective,timely, and confidential HR documentation in approved systems.


• Escalate significant legal, regulatory, safety, retaliation, discrimination, harassment, misconduct, or organizational-risk matters.


• Coordinate employee-file and compliance matters with ONE HR Compliance, whichretainsinterpretation, validation, exception, and final compliance authority.


• Use case and workforce trends toidentifyrecurring quality, leadership, compliance, or process concerns.

Operational Responsibilities

• Maintain a regular service cadence with assigned leaders and use workforce data and feedback toidentifypriorities.


• Coordinate with the HR Specialist Lead on queue themes, employee issues, unresolved matters, and cross-shift handoffs.


• Provide Tier 3 consultation when matters require broader workforce judgment, portfolio context, or cross-functional coordination.


• Use HRIS, workforce dashboards, case tools, and reports tomonitorworkforce conditions and service delivery.


• Travel to program locations as needed for workforce meetings, employee support, organizational change, or operational priorities.

3. ACCOUNTABILITY AND DECISION-MAKING

• Exercises independent professional judgment as the Tier 3 relationship owner within approved policy, SOPs, and delegated authority.


• May advise managers, coordinate HR resources, recommend workforce actions, andfacilitateroutine-to-moderate employment decisions.


• Must escalate formal investigations, major suspension or termination decisions, serious misconduct, legal/regulatory risk, policy exceptions, or matters above delegated authority.


• Is accountable for portfolio visibility, relationship quality,timelycoordination, documentation, follow-through, andappropriate escalation.


• Does not supervise HR Specialists; formal work assignment and performance management of HR Specialist I remain with the HR Specialist Lead or designated leader.

4. REQUIRED QUALIFICATIONS

Education, Licensure and Certification

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field preferred; equivalent experience may be considered.


• SHRM-CP, PHR, or comparable certification preferred but notrequired.


• Must satisfy applicable background, clearance, andsite-accessrequirements.


• Must maintain confidentiality and eligibility for access to employee information.

Experience

• Three or more years of progressive HR, employee-relations, HR operations, or workforce-management experience preferred.


• Experience advising managers, resolving employee matters, interpreting policy, and coordinating across HR functions.


• Multi-site, shared-services, human-services,behavioral-health,healthcare, or other complex operatingexperiencepreferred.


• Working proficiency with HRIS, case-management tools, Microsoft 365, workforce reporting, and dashboards; direct people-management experience is not required.

5. PREFERRED QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, ora relatedfield.


• SHRM-CP, PHR, or comparable professional HRcredential.


• Experience supporting distributed, multi-state, or 24/7 workforces.


• Experience using workforce analytics and case trends to advise operational leaders.


• Experience in centralized HR shared services or portfolio relationship management.

6. CORE COMPETENCIES

Technical and Leadership

• Workforce consultation, employee relations, policy interpretation, and cross-functional HR coordination.


• Sound judgmentregardingemployment actions, escalation, risk, and role boundaries.


• Ability to translate workforce data and trends into practical recommendations.


• Strong caseownership, documentation, prioritization, and problem solving.


• Ability to influence outcomes without direct supervisory authority over HR Specialists.

Communication and Collaboration

• Credible, professional communication with employees, managers, leaders, and HR teams.


• Strong consultation, coaching,conflict-management, andrelationship-managementskills.


• Effective partnership with the HR Specialist Lead and ONE HR specialty functions.


• Professionalism, discretion, neutrality, confidentiality, accountability, and follow-through.


• Commitment to ONE HR - ONE EXPERIENCE and enterprise processes rather than affiliate silos.

7. TECHNOLOGY, TRAVEL AND EQUIPMENT

• Proficiencywith Microsoft 365 and standard business technology.


• Ability tomaintainconfidentiality and use only organization-approved systems and equipment for organizational work


• Ability to travel to assigned affiliate or program locations and adjust schedule when operational matters require onsite presence, leadership meetings, workforce events, or urgent employee support.


• When driving is an essential function,mustmaintaina valid driver's license,requiredvehicle documentation, and an acceptable driving record.


• Ability to use standard office equipment associated with assigned duties

8. PHYSICAL DEMANDS AND WORKING CONDITIONS

The physical demands described below are representative of those generally associated with the position. Reasonable accommodations may be available for qualified individuals in accordance with applicable law.

• Frequently performscomputer-based workinvolvingsitting, speaking, listening, viewing screens, and repetitive hand use


• Occasionally stands, walks, bends, reaches, and moves between office and program environments


• Must be able to travel between locations and navigate varied work sites, including stairs where applicable.


• Mayencounterindividuals with complex medical, behavioral, or mobility needs and must follow infection-control, safety, emergency, and exposure-control practices


• Any lifting, transfer, or direct physicalassistancemust be limited to trained, authorized activity and completed withappropriate equipmentand support

9. ORGANIZATIONAL AND PROFESSIONAL STANDARDS

• Adhere to applicable laws, professional ethics, organizational policies, bylaws, and approved protocols.


• Follow OSHA, infection prevention, emergency preparedness, fire and safety, confidentiality, information security, and HIPAA requirements


• Complete all required orientation, training, competency, credentialing, andcontinuing-educationactivities.


• Maintain professional boundaries and promptlydiscloseactual or potential conflicts of interest


• Maintain a professional demeanor and exercise sound judgment in all employment duties.

Apis Services, Inc. (a wholly owned subsidiary of Inperium, Inc.) provides a progressive platform for delivering Shared Services to Inperium and its Constellation of affiliate companies. Allowing these entities to advance their mission and vision. By exploring geographical program expansion and focusing on quality outcome measures to create cost savings that result in reinvestment into the organizations stakeholders through capacity creation and employee compensation betterments.                                                                                                                      

 Apis Services, INC and affiliate’s provides equal employment opportunities for all employees and applicants for employment in compliance with all federal and all applicable state and local laws and regulations, including nondiscrimination in hiring and employment. All employment decisions are made without regard to race, color, religion, gender, national origin, ancestry, age, sexual orientation, gender identity and expression, disability, genetic information, marital status, pregnancy/childbirth, veteran status or any other basis protected by law. This policy of non-discrimination and equal employment opportunities extends to every phase and aspect of hiring and employment.