Planned Parenthood of Maryland (PPM) is a not-for-profit family planning agency that provides high-quality, affordable reproductive health care for women, men, and teens. Our mission is to enable all Marylanders to have access to a wide range of high-quality, affordable reproductive health care services. We help individuals make informed decisions about their reproductive health, family planning options, and sexuality.
Under the direction of the Vice President of HR, the Human Resources Manager is responsible for assigned Human Resources (HR) functions and supporting agency decision makers in to ensure the efficient operations of the business. This position represents the organization in talent acquisition, training and development, employee relations matters, workplace investigations and grievances, and has direct supervisory responsibility for assigned HR staff. As part of the HR management team this position upholds Planned Parenthood of Maryland’s commitment to equity by applying an equity lens in all aspects of their work and demonstrates leadership and accountability in exemplifying workplace expectations and values.

REQUIREMENTS:

• Education/Experience
• Required Education and experience is:
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• Possession of a Bachelor’s degree in business, communications, human resources, or related field from an accredited college/university or relevant experience in combination with training may take the place of the minimum educational degree requirement.

• Knowledge of Human Resources laws and practices preferably in a multi-site organization. Or equivalent combination of education and experience.
• Five (5) years of progressively responsible Human Resources experience as an HR generalist, manager, associate or similar role with a strong working knowledge of the full range of HR functions.
• Three (3) years’ experience in employee relations and full-cycle staff recruitment.
• Three (3) years’ experience supervising and leading a team.
• Preferred Experience:
• o Work in healthcare, multi-unit and/or nonprofit setting
• o Experience with ADP, Lattice and ATS systems
• Skills/Competencies and Knowledge
• Required skills and competencies are:
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• Strong understanding of labor, leave and employment laws and the ability to accurately analyze and interpret often conflicting laws, policies and procedures.

• Able to positively and pro-actively manage, motivate and supervise staff, which includes hiring, training, evaluating and disciplining. Delegates appropriate assignments, encouraging development and growth of reporting employees. Manages projects, develops effective systems and manages several programs simultaneously while staying within budget and meeting deadlines. Keeps all parties informed.
• Communicates clearly and concisely in speaking and writing; creates communications with the appropriate tone that are clear, articulate, and effective.
• Skilled in problem solving, non-judgmental listening and decision making with integrity as it relates to difficult personnel related decisions. Able to manage information in a way that honors all parties; high degree of honesty and integrity.
• Effective verbal communication skills including ability to deal directly with a wide range of personality types and communicate policy interpretations/decisions effectively to diverse audiences.
• Able to exercise sound judgment in the decision-making process. Knows when to seek advice, when to collaborate, and when higher level consultation is required.
• Competence with Microsoft Suite (Word, Excel, PowerPoint, TEAMS); experience with ADP and Lattice preferred.
• Must have excellent customer services skills and be committed to providing the highest level of customer satisfaction internally and externally.
• Takes personal responsibility for the quality and timeliness of work. Accepts responsibility for mistakes and identify ways to improve. Communicate expectations of others clearly and directly. Complies with established policies, rules, and workplace expectations.
• Builds positive working relationships characterized by a high level of acceptance, cooperation, and mutual respect. Promote collaboration and commitment within teams to achieve goals and deliverables.

• Employee Relations and Engagement (approx. 30%)
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• Assist and advise management with employee relations, performance management, culture building and team effectiveness issues, including investigations, conflict mediation, and disciplinary actions.

• Understand the legalities of business law in relation to human resources and how to apply them.
• Support and educate employees and management with Leave of Absence process and partner with vendors to ensure smooth transitions.
• Collaborate with the Office of the CEO on all internal employee engagement activities. Support and advise managers on engagement tactics, budget utilization and activities throughout the year.
• Answers frequently asked questions from applicants and employees relative to standard policies, benefits, hiring processes, etc.; refers more complex questions to appropriate senior-level HR staff or management.
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  Talent Development and Training (approx. 30%)
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• Collaborate with staff to train employees, volunteers, and managers on all aspects of PPM policies and processes, including but not limited to: resources, new hire orientation, FMLA/LOA, promotions, salary reviews, performance evaluations, disciplinary actions, terminations, etc. consistent with law and PPM policies.

• Participate in and actively contribute to department meeting and developing department goals, objectives and systems.
• [KL1] Partner with line managers and operational training teams to ensure employees receive appropriate introductory training & ongoing development that inspires growth and retention.
• Oversee implementation and management of any Learning Management Systems and HRIS systems aimed at staff development.
• Partner with Administrative, Operational, and Clinical stakeholders to assess and develop efficiency, skill, engagement, and knowledge across the agency.
• Talent Acquisition Strategy and Processes (approx. 20%)
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• Partner with VP of HR to set and execute hiring strategies to ensure agency productivity.

• Oversee talent acquisition process and any participants in the recruiting function, including generating assets, interview guides, and processes to increase agency hiring quality and candidate experience.
• Manage Onboarding and New Hire Orientation process with Training Team.[KL2]
• Responsible for contracts with job boards, tech schools, career fairs, universities and other partnerships to source student interns, externships and source candidates.
• Participates as a member of the Human Resources Credentialing team during the recruitment of nurses, nurse practitioners and physicians.
• Departmental Responsibilities (approx. 20%)
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• Generate routine HR reports and maintain up-to-date HR metrics.

• Develop, implement, and audit processes to ensure employment documents maintained ensuring compliance with employment law and PPM policy.
• Ensure agency, management and staff are compliant on human resources issues, state and federal laws, and policies and procedures; including overseeing tax, regulatory reporting, employment law and legal topics as required and escalating to VP of HR as needed.
• Perform functions to maintain perpetual readiness for accreditation including routine audits, regulatory compliance tasks, and maintaining knowledge compliance requirements.
• Ensure all PPM Rosters are being updated with all Vendors and HR Applications as needed.
• Supervise, train, mentor and develop employees for assigned HR function.
• Maintain a warm and friendly atmosphere in the HR dept, role modeling PPM Workplace Values, excellent customer service and accountability.
• Perform other duties as requested or are required to meet business needs.