Manager, Human Resources & Talent Management

SUMMARY

The Manager, HR & Talent Management provides dual strategic and operational HR support by serving as the Human Resources Manager for a designated business unit and leading enterprise-wide talent management initiatives for the dialysis organization. This hybrid role ensures that HR operations and talent strategies are aligned with the organization's mission to deliver exceptional patient care. The position combines hands-on HR partnership with leadership in developing and executing programs in performance management, succession planning, employee engagement, and leadership development across the company.

Essential Duties and Responsibilities include the following. Other duties and tasks may be assigned.

Human Resources Business Partner (Business Unit Support)

• Provides daily HR guidance and consultation to business unit leaders and employees regarding HR policy, employee relations, performance management, and workforce planning.
• Conducts effective, thorough, and objective investigations into employee relations matters, providing appropriate recommendations for resolution.
• Aligns HR strategies with business goals, acts as an internal consultant to leaders on organizational effectiveness and emerging HR initiatives.
• Partners with leaders on employee coaching, counseling, disciplinary action, and performance improvement plans.
• Provides guidance on compliance with federal, state, and local employment laws and internal policies.
• Collaborates with HR Centers of Excellence (Compensation, Benefits, Talent Acquisition, Learning & Development) to implement HR programs that support the business unit's operational and people objectives.
• Supports change management, team alignment, and communication strategies during times of transition or organizational change.
• Facilitates HR training and leadership development sessions for assigned business unit teams.

Enterprise Talent Management

• Partners in the design, implementation, and evaluation of talent management and leadership development programs across all business units.
• Oversees performance management processes, including goal setting, calibration, feedback, and development planning.
• Partners with leadership to develop succession plans for key roles and identify high-potential employees for targeted development.
• Designs and delivers learning initiatives, workshops, and coaching sessions to strengthen leadership capabilities and career growth.
• Leads employee engagement and recognition initiatives, analyzes survey data, and facilitates action planning to improve retention and culture.
• Collaborates with HR and operational leaders to promote Diversity, Equity, and Inclusion (DEI) practices across the employee lifecycle.
• Tracks and analyzes key HR metrics (turnover, internal mobility, engagement, leadership readiness) and provides data-driven recommendations.
• Enhances onboarding and orientation programs to support consistent integration and long-term success of new hires.