Human Resources Manager

Location: De Pere, WI

Leading with integrity. Supporting with compassion. Empowering with accountability. 

Schedule: Full-time, hybrid work environment. 

The Role:

Unity is seeking an experienced Human Resources Manager to bridge tactical execution, operational management, and strategic Human Resources leadership across our organization. This is an exciting opportunity for a strategic, data-driven leader who is passionate about optimizing daily operations and building high-performing teams while managing complex employee relations.

Working closely with finance, organizational development, quality, and business line leaders, you will help turn big-picture organizational goals into trackable targets, ensure seamless service delivery, and support institutional initiatives through thoughtful leadership and continuous improvement.

Why You'll Love This Role:

Drive operational excellence by modernizing HRIS workflows, optimizing benefits administration, and elevating talent analytics.

Collaborate with interdisciplinary leaders to strengthen risk mitigation, labor law compliance, and financial stewardship.

Use data and strategic insight to transform raw talent analytics into executive summaries and narrative business recommendations.

Grow your leadership career by acting with full departmental authority in the absence of the Director, making a meaningful impact in an organization that values integrity and employee well-being.

What You'll Do:

Benefits Administration & HRIS Ownership

• Lead benefits & leave programs: Serve as the functional owner for all corporate benefit programs (health, welfare, retirement) and act as the primary administrator for FMLA, disability, and specialized state leave regulations.
• Ensure absolute compliance: Direct the preparation and filing of Form 5500 Welfare Plans, lead the annual Retirement Plan Audit, and maintain strict ACA compliance and reporting.
• Manage claims & vendors: Oversee Workers' Compensation claims and coordinate return-to-work programs. Manage relationships, contracts, and service level agreements with benefit brokers, TPAs, and software vendors.
• Own HRIS data: Act as the system administrator and data owner for the HRIS. Maintain data integrity, build advanced workflows, and troubleshoot system issues to maximize technology efficiency.

Operational Management & Employee Relations

• Resolve complex issues: Act as the primary investigator and escalation point for complex employee relations issues, harassment allegations, and grievances, formulating legally compliant, objective resolutions.
• Coach business leadership: Provide daily coaching and advisory support to department heads regarding performance management, corrective action plans (PIPs), and termination protocols.

Develop HR staff: 

• Lead, coach, and develop the HR Assistant through regular operational oversight to ensure accurate processing of employee lifecycle transactions.
• Maintain documentation standards: Document workplace investigations utilizing advanced extraction techniques that maintain psychological safety while drafting legally defensible performance plans and institutional policies.
• Strategic Leadership & Departmental Continuity
• Drive strategic targets: Partner with the HR Director to translate big-picture organizational goals into specific, trackable targets for daily HR operations.

Departmental authority: 

• Act with full departmental authority in the absence of the HR Director, attending executive meetings and approving operational spend within designated thresholds.
• Culture & insights: Coordinate with the Organizational Development Manager to deploy corporate culture initiatives, leadership training programs, and structural reorganizations.
• Manage talent risk: Synthesize headcount, attrition, and climate data into actionable reports for business line leaders.

Tactical Execution & Compliance

• Audit compliance frameworks: Maintain expert knowledge of federal, state, and local labor laws (including ADA, FLSA, FMLA, Title VII, EEO, and OSHA regulations). Audit the Employee Handbook annually.
• Execute sensitive tasks: Personally execute highly sensitive or high-risk administrative tasks, including provider onboarding, workplace accommodations, and complex benefits escalations.
• Support recruitment pipelines: Maintain active operational knowledge of the talent acquisition pipeline to provide direct, hands-on backup during peak operational volume.

At Unity, our comprehensive rewards help staff achieve physical and emotional well-being, purpose, belonging, and security. All new employees are eligible for benefits on the first of the month following their date of hire.

Health & Wellness: Medical, dental, and vision insurance; Health Savings Account (HSA); medical & dependent care Flexible Spending Accounts; on-site health risk assessments and flu shots.

Work-Life Harmony: Generous Paid Time Off (PTO), Extended Illness/Injury Bank (EIB), bereavement leave, fitness membership reimbursement, and an Employee Assistance Program (EAP).

Security & Compensation: Competitive pay, mileage reimbursement, 403(b) retirement savings plan, organization-paid Group Life Insurance, voluntary life, accident, critical illness, and short/long-term disability.

Career Growth: Internal and external learning opportunities, education assistance, leadership development, and professional growth support, including covered costs for job-related certifications.

Ready to be a part of our Human Resources team? Apply now. 

What You'll Bring

Required Qualifications:

1. Education: Bachelor’s degree in Human Resources, Business Administration, or a closely related discipline.

2. Professional Experience: Minimum seven (7) years of progressive, professional-level human resources experience.

3. Leadership Experience: Minimum five (5) years of experience in a team-lead, supervisory, or designated project-leadership capacity.

4. Organizational Scale: Proven experience managing Human Resources operations in a mid-sized organization (200–500 employees).

Preferred Skills & Experience

6. Active SHRM-CP, SHRM-SCP, PHR, or SPHR professional certification.

7. Master’s degree in Human Resources or an MBA with an HR concentration.

8. Exceptional communication skills with a proven ability to influence executive-level stakeholders.

9. Deep knowledge of structural workflows, job evaluation methodologies, and change management principles.

10. Ability to remain strictly impartial, manage personal biases, and make fair, data-driven decisions under pressure with incomplete data.