Human Resources Manager – Healthcare​/Behavioral Health

• Location 10851 North Black Canyon Highway,Ste 700,Phoenix, AZ, 85029,United States
• Base Pay $65,000.00 - $80,000.00 / Year
• Employee Type Full Time Exempt
• Required Degree 4 Year Degree
• Travel 5%
• Manage Others Yes

Description

iCare Health Services, LLC is seeking an experienced, organized, and hands-on Human Resources Manager - Healthcare/Behavioral Health to lead day-to-day HR operations across our growing healthcare and human-services organization.

The HR Manager will oversee recruitment, onboarding, employee relations, personnel files, credential and training compliance, performance management, benefits administration, payroll coordination, investigations, corrective actions, and separation processes. This position works closely with executive leadership, administrators, clinical leadership, program managers, and supervisors to ensure iCare maintains a qualified, compliant, professional, and well-supported workforce.

The ideal candidate has strong HR management experience in behavioral health, healthcare, outpatient clinical services, crisis services, DDD/HCBS, group homes, or another highly regulated healthcare/human-services environment.

Human Resources Operations & Compliance

• Manage daily HR operations across iCare programs and locations.
• Maintain complete, accurate, confidential, and audit-ready personnel records.
• Develop, implement, review, and enforce HR policies, procedures, job descriptions, forms, and workflows.
• Monitor compliance with applicable federal and Arizona employment requirements and organizational policies.
• Maintain HR compliance calendars and track required employment-related deadlines.
• Partner with leadership to identify HR risks and implement corrective measures.
• Assist with internal and external HR-related audits, surveys, investigations, and regulatory requests.

Recruitment, Hiring & Workforce Planning

• Manage the full recruitment cycle, including job postings, applicant screening, interviews, reference checks, offers, and onboarding.
• Recruit for clinical, nursing, behavioral health, direct-care, administrative, and leadership positions.
• Work with department leaders to identify staffing needs and reduce vacancies.
• Maintain standardized hiring and onboarding processes.
• Ensure candidates meet position-specific education, experience, licensing, certification, and background requirements before placement.
• Track open positions, time-to-fill, turnover, retention, and other workforce metrics.
• Coordinate HR-side verification and tracking of required licenses, certifications, credentials, fingerprint clearance cards, CPR/First Aid, required training, and other employment qualifications.
• Maintain expiration trackers and provide advance notification to employees and supervisors.
• Ensure employees are not scheduled or assigned duties when required employment qualifications have expired or are otherwise deficient, consistent with organizational policy.
• Coordinate with Compliance, Credentialing, Clinical Leadership, and program leadership when requirements overlap.
• Conduct routine personnel-file audits and implement corrective action for deficiencies.

Employee Relations & Performance Management

• Serve as a primary HR resource for employees, supervisors, and managers.
• Provide guidance regarding attendance, workplace conduct, performance, communication, and employee-relations matters.
• Conduct fair, timely, and well-documented workplace investigations.
• Prepare and review coaching documents, performance improvement plans, written warnings, corrective actions, and termination documentation.
• Support managers with employee performance evaluations and accountability.
• Promote consistent application of company policies across departments and locations.
• Help address workplace conflicts professionally and appropriately.
• Escalate significant employment, compliance, safety, retaliation, discrimination, harassment, or legal-risk concerns to executive leadership as appropriate.

Onboarding & Offboarding

• Coordinate new-hire orientation and completion of employment documentation.
• Ensure employees receive applicable policies, job descriptions, training requirements, and workplace expectations.
• Coordinate employee transfers, promotions, compensation changes, status changes, and position changes.
• Manage voluntary and involuntary separation processes.
• Coordinate exit documentation, final administrative requirements, return of company property, and system-access termination with appropriate…