Manager, Human Resources

Are you an experienced HR leader who excels in navigating compliance, leading with clarity, and building meaningful partnerships? At Wesley Woods Senior Living, we are seeking a Human Resources Manager who brings operational expertise, sound judgment, and a genuine commitment to supporting people. This role is central to ensuring our team members across ten communities feel supported, heard, and guided by consistent, high-quality HR practices. This is more than a job - it is an opportunity to make a meaningful impact in a purpose-driven organization where your work strengthens the team members who care for our residents every day. Explore the details below to learn more about this opportunity.

POSITION SUMMARY

Under the leadership of the Human Resources Director, the Human Resources Manager provides operational Human Resources oversight for all Wesley Woods Senior Living communities. This role is responsible for executing and overseeing day-to-day HR operations, including benefits administration, leave management, Workers' Compensation, payroll oversight, HR systems administration, compliance reporting, employee records management, and employee relations support.

KEY RESPONSIBILITIES

Benefits, Leave & Workers' Compensation Administration

• Manages the day-to-day administration of employee benefits programs, including medical, dental, vision, life insurance, retirement plans, and related offerings.
• Partners with the Human Resources Director to execute the annual Open Enrollment process, including system configuration, employee communications, training materials, enrollment support, and coordination with the benefits broker.
• Serves as the primary employee-facing point of contact for benefits-related questions, eligibility, enrollment changes, and issue resolution.
• Administers and tracks Family and Medical Leave Act (FMLA) and other statutory or organizational leave programs, ensuring accurate documentation, compliance, and coordination with payroll.
• Oversees Workers' Compensation administration, including injury reporting, claim documentation, coordination with carriers and third-party administrators, and follow-up with managers and employees.
• Ensures benefits, leave, and Workers' Compensation programs are administered consistently and in accordance with established policies and procedures.

Payroll Oversight

• Provides oversight of payroll processing activities performed by the People Operations Specialist to ensure accuracy, timeliness, internal controls, and compliance with applicable laws and organizational policies.
• Reviews payroll audits, exception reports, and reconciliation summaries prior to payroll finalization.
• Ensures payroll discrepancies, retroactive adjustments, off-cycle payments, and corrections are resolved appropriately.
• Escalates payroll issues, trends, or systemic concerns to the Human Resources Director as needed.
• Partners with Finance to support payroll reconciliations, audits, and reporting.

Compliance Reporting & Regulatory Support

• Oversees the preparation and submission of required HR compliance reports, including EEO-1 reporting and OSHA 300/300A reporting, ensuring accuracy, timeliness, and proper documentation.
• Prepares, validates, and submits workforce and employment data to the organization's external Affirmative Action Plan vendor in accordance with established timelines and requirements.
• Coordinates data corrections, clarifications, and follow-up requests from the organization's external plan vendor as needed.
• Ensures required documentation related to compliance reporting is prepared and retained in accordance with recordkeeping requirements.
• Escalates compliance risks, data integrity concerns, or regulatory issues to the Human Resources Director as appropriate.

Employee Relations (Tiered Support Model)

• Serves as the primary point of contact for Tier 1 employee relations matters across all Wesley Woods Senior Living communities, including routine employee concerns, policy clarification, interpersonal conflicts, attendance issues, and initial corrective action support.
• Provides guidance and support to managers on handling Tier 1 employee relations issues and documentation requirements.
• Escalates Tier 2 employee relations matters to the Human Resources Director, including issues involving management-level employees, complex or sensitive situations, or matters with elevated legal or organizational risk.
• Assists with employee investigations, conflict resolution, and corrective actions under the direction of the Human Resources Director. Final disciplinary decisions, policy interpretations, and employment actions remain under the authority of the Human Resources Director.

Performance Review Administration & Quality Control

• Supports the Human Resources Director in the administration of the annual performance review process; overall ownership, oversight, and direction of performance management remain with the Human Resources Director.
• Coordinates and manages the administrative aspects of the annual performance review cycle as directed, including timelines, tracking completion, and documentation.
• Reviews completed performance evaluations for completeness, consistency, and policy compliance prior to final review by the Human Resources Director.
• Follows up with managers regarding missing, late, or deficient performance reviews.
• Supports managers in preparing for and conducting performance discussions, including coaching conversations and documentation support. Does not evaluate employee performance or approve performance ratings.

HRIS, Data Integrity & Records Management

• Oversees HRIS administration to ensure accurate and timely employee data entry, maintenance, and reporting.
• Ensures personnel records are maintained in compliance with legal, regulatory, and organizational requirements.
• Coordinates system audits, reconciliations, and data corrections as needed.
• Supports HRIS enhancements and operational process improvements as directed.

Supervision & Workflow Management

• Provides functional oversight and coordination of assigned HR operational staff to ensure accuracy, timeliness, and consistency of service delivery.
• Assists in assigning and prioritizing work, monitoring workloads, and maintaining quality control across HR operations.
• Supports training, coaching, and professional development of HR team members in alignment with departmental standards.
• May assume direct supervisory responsibilities as determined by organizational structure and business needs.

Professional Standards

• Upholds the highest ethical and professional standards.
• Maintains confidentiality and exercises sound judgment in handling sensitive information.

Additional Support

• Performs related responsibilities as required to support departmental and organizational needs.

MINIMUM QUALIFICATIONS

• Bachelor's degree preferred; Master level education is a plus.
• Professional HR certification (e.g., SHRM-SCP, SPHR) preferred.
• Minimum of five (5) years of progressive Human Resources experience, ideally in healthcare, senior living, or multi-site operations, with at least one (1) year in a supervisory role.
• Must be able to travel to various communities in Georgia at least 25%. Must have reliable transportation and valid Driver's License.

REQUIRED SKILLS

• Strong working knowledge of federal, state, and local employment laws and regulations, including FLSA, FMLA, ADA, EEOC, OSHA, ACA, and workers' compensation requirements.
• Demonstrated ability to manage front-line (Tier 1) employee relations matters, including policy guidance, documentation support, and issue resolution, with appropriate escalation of complex matters.
• Proven experience administering employee benefits programs, leave management, workers' compensation, and related HR compliance processes.
• Solid understanding of payroll operations, timekeeping systems, and HRIS platforms, with the ability to identify discrepancies and ensure accurate processing.
• Exceptional organizational and time-management skills with the ability to manage multiple deadlines, competing priorities, and confidential information.
• Excellent written and verbal communication skills, with the ability to clearly communicate HR requirements to managers and employees.
• Proficiency with Microsoft Office applications and HR technology systems, including HRIS, payroll, and reporting tools.

ADDITIONAL INFORMATION

This position will generally work 40 hours per week; however, the position requires a willingness and flexibility in working hours when necessary to fulfill job responsibilities including occasional evening or weekend work. The employee is subject to personnel policies and procedures prescribed for all employees.

Note: Management reserves the right to assign or reassign duties and responsibilities to this job at any time. Critical features of this job are described under various headings above, but these items are subject to change at any time due to reasonable accommodation or other reasons. The above statements are strictly intended to describe the general nature and level of the work being performed. They are not intended to be construed as a complete list of all responsibilities, duties, and skills required of employees in this position.

The above statements are intended to generally describe the work being performed by people to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills, required of the personnel so classified.

BENEFITS

Wesley Woods Senior Living offers a comprehensive benefit plan to eligible team members to include health, dental vision, retirement benefits, short term disability, long term disability and paid time off.

CONDITIONS OF EMPLOYMENT

All offers of employment with Wesley Woods are conditioned based upon completing and passing a background, drug test, and participating in vaccine programs (e.g. Flu, TB testing).All job applicants applying for Wesley Woods Senior Living will undergo testing for the presence of illegal drugs as a condition of employment. Any applicant with a confirmed positive test will be denied employment. Applicants will be required to submit voluntarily to a specimen test at a laboratory chosen by Wesley Woods, and by signing a consent agreement will release Wesley Woods from liability. If the physician, official or lab personnel has reasonable suspicion to believe that the job-applicant has tampered with the specimen, the applicant will not be considered for employment. Wesley Woods will not discriminate against applicants for employment because of a past history of drug abuse. It is the current abuse of drugs, preventing employees from performing their jobs properly that will not be tolerated. Wesley Woods is a Drug Free Company. Individuals who have failed a pre-employment test may initiate another inquiry with the company after a period of not shorter than; six (6) months; but they must present themselves drug-free as demonstrated by urinalysis or other tests selected by WWSL.

ABOUT WESLEY WOODS

Wesley Woods Senior Living is affiliated with the North Georgia Conference of the United Methodist Church providing housing and services ministries to seniors in the North Georgia area. Wesley Woods Senior Living is rooted in the Judeo Christian values believing that aging has a fulfilling purpose in life and that faith development is lifelong.

Read more about Wesley Woods Senior Living at www.wesleywoods.org.

EEO/AA STATEMENT

Wesley Woods does not discriminate in employment on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability, or veteran/Reserve/National Guard status.

The above statements are intended to generally describe the work being performed by people to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of the personnel so classified. Based on established department or facility standards, employees may not perform all the duties listed in this job description.