HR Operations Manager

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.

Please include a Cover Letter AND Resume in order to be considered for this position.

The Human Resources Operations Manager serves as the organization’s senior HR Business Partner and operational HR leader. This role is responsible for translating organizational strategy into effective HR process execution of programs, and practices that support staff, leaders, and patient care across all locations.

The HR Operations Manager oversees the HR operational life cycles including talent acquisition, talent development, credentialing, employee engagement and relations, HR systems (HRIS), and HR vendor management. This role works cross-departmentally with leadership to ensure that people, processes, and HR infrastructure are aligned with organizational goals and healthcare compliance requirements. This position reports to the VP of Human Resources.

• HR Operational Strategy & Cross-Department Partnership
• Partner with PPM’s Leadership Ops team to align HR operations with organizational strategy and workforce needs.
• Serve as a senior HR Business Partner to leaders across departments, providing guidance on workforce planning, organizational effectiveness, and people management from a data driven perspective.
• Develop, implement, and continuously improve HR policies, workflows, and systems that support operational excellence.
• Lead HR participation in organizational initiatives, accreditation readiness, and cross-functional projects.
• Manage HR-related vendor relationships including benefits brokers, background check providers, HR systems, and training partners and ensure all invoicing processes are accurate and timely.

• Talent Acquisition
• Design and lead the organization’s end-to-end recruitment strategy across all roles and locations.
• Partner with hiring managers to forecast workforce needs and build effective recruitment plans.
• Oversee candidate experience, selection processes, onboarding, and orientation programs.
• Manage recruitment metrics, time-to-fill, and quality-of-hire outcomes.
• Supervise any HR staff/vendors responsible for recruitment coordination and onboarding.

• Employee Engagement & Relations
• Develop and implement programs that strengthen employee engagement, retention, and workplace culture – including engagement event planning in conjunction with the OCEO.
• Oversee employee relations, including performance concerns, investigations, corrective action, and conflict resolution.
• Serve as a trusted resource to managers for employee coaching, guidance, and policy interpretation.
• Analyze engagement surveys, turnover trends, and workforce data to recommend improvements to the employee experience.
• Ensure a strong and compliant partnership with all requirements of the CBA in partnership with SEIU 1199.
• Ensure compliance with federal, state, and healthcare-specific employment regulations and PPFA accreditation standards related to Human Resources.
• Serve as liaison to legal counsel on employment matters as needed.

• Talent Development
• Oversee performance management processes to ensure consistency, fairness, and alignment with organizational values and act as key user for our Lattice platform.
• Lead staff and leadership development initiatives, training programs, and mentoring opportunities.
• Design and implement programs that support professional growth and career development across the organization – supporting with building career pathways and succession planning.

• HR Department Responsibilities
• Oversee staff credentialing processes and supporting vendors to ensure compliance with state and federal healthcare regulations and PPFA accreditation requirements.
• Ensure required licenses, certifications, and training are current and properly documented.
• Maintain audit-ready credentialing and personnel…