What are the responsibilities and job description for the Manager of Human Resources Advisory position at MRA-The Management Association?
Manager of HR Advisory
Oconomowoc, WI
Company: Rogers Behavioral Health
Summary:
The Manager of HR Advisory leads a team of HR Advisors in delivering high-impact, employee-centric HR services. This role is a player-coach position, combining hands-on advisory responsibilities with team leadership and development. The ideal candidate will be a trusted partner to supervisors and managers, providing expert guidance on employee relations, performance management, and compliance, while also driving continuous improvement in HR advisory practices.
Job Duties & Responsibilities:
Schedule
Required Skills, Knowledge, and Abilities
Education/Training and Experience Requirements:
Licenses & Certifications
MRA is an Equal Opportunity/Affirmative Action Employer
Oconomowoc, WI
Company: Rogers Behavioral Health
Summary:
The Manager of HR Advisory leads a team of HR Advisors in delivering high-impact, employee-centric HR services. This role is a player-coach position, combining hands-on advisory responsibilities with team leadership and development. The ideal candidate will be a trusted partner to supervisors and managers, providing expert guidance on employee relations, performance management, and compliance, while also driving continuous improvement in HR advisory practices.
Job Duties & Responsibilities:
- Lead, coach, develop, and mentor a team of HR Advisors, fostering a collaborative and high-performance culture.
- Serve as a player-coach, balancing leadership responsibilities with direct HR Advisor support for key departments or strategic initiatives, modeling best practices in HR advisory services.
- Serve as a role model and escalation point for employee relations and advisory matters.
- Facilitate regular meetings with supervisors and managers to discuss talent and employee issues and/or development opportunities. Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provide guidance and support to HR Advisors in their work with business units.
- Ensure HR Advisors are consistent and effective managing employee relations and other HR functions.
- Ensure consistent application of HR policies and procedures across the organization.
- Provide day-to-day coaching and support to supervisors and managers on a wide range of topics, including employee performance, engagement, and development.
- Manage and resolve employee relations issues, ensuring a thorough and objective approach.
- Provide support to supervisors and managers to ensure employee relations risk is managed effectively and grievances and disputes are successfully resolved.
- Where applicable, partner with HR Business Partner to provide data or support related to labor relations and/or grievance resolution.
- Act as a neutral witness in internal investigations, ensuring fairness and compliance with legal and organizational standards. May also be required to lead investigations in certain circumstances. Work with legal counsel as needed to address HR-related legal issues.
- Guide leaders through progressive discipline processes, ensuring documentation and legal compliance.
- Oversee offboarding and termination processes, including exit interviews and risk mitigation strategies. Support leaders in facilitating termination conversations and necessary paperwork.
- Implement and oversee structured employee check-ins at 30, 60, 180, and 365 days, as well as climate studies (or ‘stay interviews/) to enhance engagement and retention.
- Complete impact analysis for reduction in force or similar situations.
- Analyze feedback and trends to inform HR strategy and improve employee experience.
- Prepare for and support internal and external audits, including The Joint Commission (TJC) and state regulatory reviews. Present data to surveyors.
- Ensure HR practices are compliant with federal, state, and local employment laws.
- Partner with legal and HR Service Center to track and manage employee sponsorships and visa processes.
- Serve as a resource for managers and employees navigating immigration-related matters.
- Identify training needs and develop programs to enhance employee skills and knowledge.
- Complete I9’s for new employees.
- Oversee employee absence tracking and reporting (process previously residing with Employee Health).
- Ensure legal compliance with all State and Federal regulations.
- Conduct training on related Human Resource topics, as requested.
- Performs other related duties as assigned.
Schedule
- Monday-Friday 8am-5pm
- In office minimum 4 days per week
- Travel to other offices across country likely (maybe 1 or 2 times/year as needed)
- Other local travel as needed
- May require minimal evening and weekend (24/7 hospital)
Required Skills, Knowledge, and Abilities
- Strong knowledge of federal, state, and local employment laws and regulations.
- Proficiency in handling complex employee relations issues and investigations.
- Experience with immigration and visa processes (e.g., H-1B, TN, green card sponsorship).
- Familiarity with HRIS systems and data analytics tools.
- Ability to prepare for and support regulatory audits (e.g., The Joint Commission, state labor audits).
- Proven ability to lead and develop HR professionals in a fast-paced environment.
- Strong coaching and mentoring skills with a collaborative leadership style.
- Excellent interpersonal and communication skills, with the ability to influence and build trust at all levels.
- High emotional intelligence and conflict resolution capabilities.
- Ability to analyze data from employee touchpoints and ER trends to inform strategy.
- Strong problem-solving skills and sound judgment in sensitive situations.
- Exceptional organizational skills with the ability to manage multiple priorities.
- Experience leading HR projects and initiatives from planning through execution.
- Detail-oriented with a commitment to accuracy and compliance.
- Ability to handle sensitive and confidential information.
- Capacity to remain calm and professional under pressure.
Education/Training and Experience Requirements:
- Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent work experience required.
- 7 years of progressive HR experience.
- Minimum of 2 years in a supervisory or managerial role.
- Experience in healthcare (preferred).
- Strong knowledge of employment law, employee relations, and HR compliance.
- Experience with immigration processes and employee sponsorships.
- Proficiency in HRIS systems, Microsoft Office Suite, and data reporting tools.
Licenses & Certifications
- PHR or SHRM-CP (preferred)
MRA is an Equal Opportunity/Affirmative Action Employer