MARYVILLE INTEGRATED CARE
POSITION: Human Resources Manager
REPORTS TO: Director of Human Resources
DEPARTMENT: Human Resources
FLSA STATUS: Exempt
UPDATED: July 2026
Location: Voorhees, NJ in person
Monday to Friday 8:30am to 4:30pm with on call requirement
About Maryville Integrated Care
Maryville Integrted Care has a staff of dedicated professionals who devote themselves each day to helping people suffering from an addictive disease reclaim their lives. Our staff provides comprehensive, high-quality substance abuse and co-occurring treatment and recovery services to individuals and families affected by the disease of addiction. For over seventy-five (75) years, our commitment to service excellence has been reflected in the high client satisfaction ratings we receive, an honor we attribute to the compassion, commitment, and quality of our staff.
Basic Function
The Human Resources Manager is responsible for managing employee relations, workplace investigations, performance management, corrective action administration, compliance, training, and HR operations while supporting the organization's strategic and operational goals. This position serves as a trusted advisor to leadership and employees, providing guidance on employment practices, policy interpretation, conflict resolution, performance issues, and compliance with employment laws.
The Human Resources Manager leads workplace investigations, develops and facilitates management training, supports performance evaluation processes, administers corrective action programs, and partners with legal counsel regarding employment-related claims, agency charges, and litigation matters. This position also oversees recruitment, onboarding, credentialing, employee relations initiatives, and HR compliance activities to ensure a productive, legally compliant, and positive work environment.
Essential Functions
Employee Relations & Workplace Investigations
- Serve as the primary Human Resources resource for employee relations matters, providing consultation and guidance to managers and employees regarding workplace concerns, policy interpretation, employee conduct, and conflict resolution.
- Conduct prompt, thorough, and impartial investigations related to employee complaints, harassment, discrimination, retaliation, policy violations, misconduct, and other workplace issues.
- Prepare investigative reports, findings, recommendations, and supporting documentation while maintaining confidentiality and compliance with legal requirements.
- Facilitate conflict resolution and mediation between employees and management to maintain positive workplace relationships.
- Monitor employee relations trends and recommend proactive strategies to enhance employee engagement, retention, and workplace culture.
- Ensure consistency and fairness in the application of employment policies and procedures throughout the organization.
\*Performance Management & Corrective Action*
- Manage and administer the organization's performance management program, including performance evaluations, coaching, performance improvement plans (PIPs), and goal-setting initiatives.
- Partner with leaders to address employee performance concerns and ensure timely and appropriate corrective action.
- Review disciplinary actions, suspension recommendations, and terminations to ensure compliance with organizational policies and employment laws.
- Provide guidance to managers regarding employee coaching, progressive discipline, corrective action documentation, and performance improvement strategies.
- Develop and conduct training for supervisors and managers on:
- Performance evaluations
- Employee coaching and feedback
- Progressive discipline
- Corrective action documentation
- Employee relations best practices
- Employment law compliance
- Ensure employee performance evaluations are completed accurately, consistently, and within established timelines.
Litigation Support & Compliance
- Serve as the Human Resources liaison for employment-related claims, agency investigations, unemployment hearings, and litigation matters.
- Partner with internal and external legal counsel to respond to EEOC charges, Department of Labor inquiries, employee complaints, and other employment-related matters.
- Gather, organize, and maintain documentation required for legal investigations, audits, and employment litigation.
- Identify potential workplace risks and recommend corrective actions to minimize organizational liability.
- Maintain compliance with federal, state, and local employment laws, regulations, accreditation standards, and best practices.
- Assist with the development, implementation, and revision of HR policies, employee handbook provisions, and employment-related procedures.
Recruitment, Credentialing & Onboarding
- Verify licenses, certifications, registrations, and credentialing requirements to ensure regulatory compliance for all employees.
- Ensure completion of pre-employment requirements including background checks, drug screenings, OIG exclusions, credential verification, and reference checks.
- Support recruitment efforts, including posting vacancies, screening applicants, coordinating interviews, and assisting hiring managers throughout the hiring process.
- Conduct new hire orientation and onboarding activities and ensure completion of all employment documentation.
- Provide employee benefit orientations and assist with benefit changes due to qualifying life events.
- Prepare employment-related correspondence including offer letters, transfer letters, promotion notices, disciplinary notices, and separation documentation.
Human Resources Administration
- Maintain the Human Resources Information System (HRIS) and employee records to ensure accuracy, confidentiality, and compliance.
- Develop and maintain job descriptions and position documentation.
- Prepare Human Resources reports and analyze workforce metrics including turnover, employee relations trends, investigations, and performance management outcomes.
- Stay current on employment law developments, human resources trends, regulatory changes, and industry best practices.
- Participate in organizational initiatives and special projects as assigned.
- Perform other duties and responsibilities as required.
Qualifications
Required Knowledge, Skills, and Abilities
- Extensive knowledge of employee relations, workplace investigations, performance management, and corrective action practices.
- Strong understanding of federal and state employment laws and regulations.
- Excellent verbal and written communication skills.
- Excellent interpersonal, negotiation, mediation, and conflict resolution skills.
- Strong investigative interviewing and documentation skills.
- Excellent organizational and time-management skills with the ability to meet multiple deadlines.
- Strong analytical, problem-solving, and decision-making skills.
- Ability to maintain confidentiality and handle sensitive information with discretion.
- Ability to influence, coach, and develop leaders at all levels of the organization.
- Proficiency with Microsoft Office Suite and HRIS systems.
- Ability to prepare comprehensive investigative reports and employment-related documentation.
Minimum Requirements
Education:
Bachelor's Degree in Human Resources, Business Administration, Organizational Leadership, or related field required.
Experience:
Five (5) to seven (7) years of progressive Human Resources experience required, with significant experience in:
- Employee relations
- Workplace investigations
- Performance management
- Corrective action administration
- Employment law compliance
- Leadership coaching and training
Preferred Experience:
- Healthcare or behavioral health industry experience.
- Experience supporting employment litigation, EEOC responses, unemployment hearings, and regulatory audits.
Certifications Preferred:
- SHRM-CP, SHRM-SCP, PHR, SPHR
Sobriety Requirement:
If recovering, must have at least two (2) years of continuous sobriety and maintain sobriety throughout employment.
Competencies Required
Leadership & Human Resources Competencies
- Employee Relations
- Workplace Investigations
- Performance Management
- Corrective Action Administration
- Employment Law Compliance
- Litigation Support
- Conflict Resolution
- Leadership Coaching
- Critical Thinking and Judgment
- Communication
- Employee Development
- Organizational Effectiveness
- Quality Improvement
- Professional Growth
- Managing People
Physical Requirements
Environment Demands and Exposure to Hazards (OSHA Level II)
- Normal work routine involves no exposure to blood, bodily fluids, or tissues; however, employment may require occasional unplanned Category I activities.
- Constant visual stimulation including reading, computer work, close and distance vision (up to 100%).
- Constant sitting with frequent movement throughout the workday (up to 90%).
- Frequent use of telephone, speaking, listening, and conducting meetings (up to 70%).
- Frequent computer use, typing, and data entry (up to 100%).
- Occasional walking throughout facility locations (less than 5%).
- Occasional bending, reaching, stooping, and pulling (less than 5%).
- Occasional lifting, carrying, or moving items up to 20 pounds (less than 5%).
Pay: $70,000.00 - $85,000.00 per year
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Employee assistance program
- Employee discount
- Health insurance
- Health savings account
- Life insurance
- Paid time off
- Professional development assistance
- Referral program
- Tuition reimbursement
- Vision insurance
Application Question(s):
- How many years of experience do you have in employee relations?
- How many years of experience do you have in investigations and legal processing?
Experience:
- Human resources management: 5 years (Preferred)
Work Location: In person
