HR Manager, Employee Relations & HR Operations at Diocese of Orlando

Orlando, Florida, United States -

Full Time

Start Date

Immediate

Expiry Date

23 Jun, 26

Salary

0.0

Posted On

25 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Relations, HR Operations, Recruiting, Onboarding, Training, Performance Management, Investigations, HRIS Management, Policy Application, Case Summaries, Grievance Process, Data Interpretation, Judgment, Communication, HR Systems Proficiency, Employment Law Knowledge

Industry

Religious Institutions

Description

Description SUMMARY The HR Manager, Employee Relations & HR Operations provides leadership and support in employee relations, recruiting operations, and training across diocesan entities. This role serves as the primary HR contact for Business Administrators and leadership, ensuring consistent application of policies, processes, and systems. The HR Manager is responsible for overseeing the recruiting function within the HRIS, managing full-cycle recruitment for key roles, coordinating and delivering onboarding and training programs for Business Administrators, and supporting the diocesan performance management process. This position also provides first-level employee relations support, including conducting investigations, advising leadership, and coordinating grievance processes, while escalating complex matters as appropriate. This role requires sound judgment, the ability to work independently within established guidelines, and a strong understanding of HR operations in a multi-location environment. The Diocese of Orlando four core values lay the foundation for the work performed by employees: 1. Authenticity: Conviction that God has called us to reflect exteriorly our inner life of faith in our daily living. 2. Respect: Affirming each person’s God-given dignity and uniqueness. 3. Courage: Inspired by this gift of the Holy Spirit, we proclaim and live the Word of God fearlessly and devotedly. 4. Commitment: Individually and collectively, we are steadfast to the team and its purpose. ESSENTIAL DUTIES AND RESPONSIBILITIES The following duties and functions, as outlined herein, are intended to be representative of the type of tasks performed within this classification. They are not listed in any order of importance. The omission of specific statements of the duties or functions does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Employee Relations Serves as the first point of contact for employee relations matters across diocesan entities, providing timely guidance to Business Administrators, principals, pastors, and leadership. Independently conducts investigations, gathers documentation, and prepares case summaries with recommendations for HR Senior Director review, including matters related to performance, discipline, and policy application. Coordinates the grievance review process, including preparation of materials and communication with involved parties, in support of the HR Senior Director. Escalates complex or high-risk matters to the HR Senior Director as appropriate. Recruiting & Talent Acquisition Owns the recruiting function within the HRIS and ensures consistent hiring workflows across locations. Manages full-cycle recruitment for assigned roles, including postings, screening, and interview coordination. Serves as the primary liaison for recruiting-related questions and ensures a positive candidate experience. Business Administrator Onboarding & Training Owns and delivers onboarding and training programs for Business Administrators. Builds and maintains strong working relationships with Business Administrators to support consistent HR practices across locations. Performance Management Supports the performance review process and provides guidance on timelines, expectations, and system use. Ensures required evaluations, including annual and 90-day reviews, are completed. Training & HR Process Support Provides guidance on HR processes, systems, and policy interpretation. Coordinates training initiatives and maintains training records. Supports effective use of HR systems and identifies opportunities for process improvement. Reviews HR data to identify trends and elevate insights to leadership. Job Description Management Maintains the Diocesan Job Description Bank by updating existing descriptions and drafting new job descriptions as needed, including research and preparation for review and approval, as appropriate. General Responsibilities Maintains knowledge of diocesan structure to support consistent HR practices. Maintains confidentiality and professionalism in handling sensitive matters. Demonstrates reliability, accountability, and commitment to departmental goals. Assists with department-wide projects and performs other duties as assigned. Requirements To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. CATHOLIC FAITH Requires an appreciation and respect for the Catholic Church and its teachings. Church employees must conduct themselves in a manner that is consistent with and supportive of the mission and purpose of the Church. Their public behavior must not violate the faith, morals or laws of the Church or the policies of the diocese. EDUCATION and/or EXPERIENCE Bachelor’s degree from an accredited college or university in human resources, business administration, or a related field, and a minimum of five (5) years of progressively responsible experience in human resources, including experience in employee relations, recruiting, and HR operations. Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is preferred but not required. Experience in a complex, multi-location or multi-unit organization is strongly preferred. Familiarity with Catholic or faith-based organizational structures and operations is a plus. Demonstrated experience supporting leadership and advising on employee relations matters is required. Proficiency in HRIS platforms (such as Paylocity) and other technology applications is required. Bilingual in Spanish is preferred. KNOWLEDGE, SKILLS and ABILITIES Strong ability to gather, interpret, and apply data to inform decisions, recommend operational improvements, and support HR initiatives across multiple locations. Demonstrated ability to exercise sound judgment and discretion in employee relations matters, including investigations, documentation review, and policy application. Proven ability to manage multiple priorities in a fast-paced environment, demonstrating flexibility, organization, and effective problem-solving under time constraints. Excellent verbal and written communication skills, including the ability to present information clearly and provide guidance to diverse audiences, including Business Administrators, principals, pastors, and leadership. Interpersonal effectiveness in a wide range of interactions, with the ability to establish credibility, build trust, and navigate sensitive or complex situations with professionalism and diplomacy. Strong working knowledge of HR systems and technology, including the ability to support and guide users in HRIS modules such as recruiting and performance management. Working knowledge of applicable federal and state employment laws, including but not limited to FLSA, FMLA, ADA, and Title VII, and the ability to apply this knowledge in practical situations. Ability to interpret and apply Diocesan policies with sound ethical judgment, discretion, and a pastoral approach aligned with the mission of the Church. Skilled in conducting interviews and investigations, maintaining accurate documentation, and handling confidential information with a high degree of professionalism. Ability to develop and deliver training, facilitate group sessions, and support onboarding programs in both individual and group settings. Strong organizational and project management skills, with the ability to independently manage processes such as recruiting workflows, training programs, and performance cycles. Comfortable working with diverse populations and leadership styles across a multi-unit organization, adapting approach as needed to support various locations and stakeholders. WORKING CONDITIONS The working hours of this position are not limited to an 8-hour day. This person will need to be available in the evening and weekends, as needed. Must be willing to work in conditions of stress and function well under pressure. PHYSICAL and SENSORY REQUIREMENTS Physical Ability: This position requires the ability to perform sedentary to light physical work, including occasional lifting, carrying, pushing, or pulling of objects up to 15 pounds. Duties may involve prolonged periods of sitting, standing, and frequent use of a computer keyboard, telephone, and other standard office equipment. Sensory Requirements: Must be able to perceive, interpret, and respond to visual and auditory information. Effective verbal and written communication is required to interact with employees, leadership, and external contacts. Environmental Factors: Work is typically performed in a standard office environment with minimal exposure to adverse conditions. The role may involve occasional travel to other diocesan locations, with exposure to varying office environments.

Responsibilities

This role provides leadership and support in employee relations, overseeing recruiting operations within the HRIS, and managing full-cycle recruitment for key positions across diocesan entities. Responsibilities also include coordinating onboarding and training for Business Administrators and providing first-level employee relations support, such as conducting investigations and coordinating grievance processes.