Manager, Human Resources

PacificSource Health Plans

HR Manager leading strategic partnerships and initiatives to improve employee experience at PacificSource health insurance. Focused on compliance, talent development, and performance management.

Posted 7/7/2026full-timeMontana • 🇺🇸 United StatesMid-LevelSenior💰 $90,052 - $157,591 per yearWebsite

About the role

Key responsibilities & impact

Lead a team of Human Resources Business Partners (HRBP) and HR Specialists who serve as strategic partners to business leaders.
Ensure HR initiatives align with organizational and strategic goals, foster a positive employee experience, and drive talent strategies that support growth and performance.
Provide guidance on workforce planning, employee relations, organizational development, and compliance while coaching HRBPs to deliver high-impact solutions.
Oversee and lead the HR Business Partner (HRBP) and HR Specialist teams to ensure HR strategies and daily work align with business objectives, providing strategic oversight and management of department programs, including the development, implementation, and communication of initiatives.
Collaborate with organizational leaders to create actionable plans that strengthen workforce planning, organizational design, employee engagement, and culture strategies while maintaining strong partnerships through comprehensive HR advice on business matters.
Advise and coach leaders on talent development, retention strategies, performance management, employee relations, policy interpretation, conflict resolution, and compliance with legal and contractual requirements; support succession planning and leadership development programs.
Champion cultural initiatives, foster open communication, reinforce company values, and influence critical talent decisions such as hiring, promotions, and internal mobility to ensure alignment with organizational goals and retention of top performers.
Drive initiatives to facilitate 9-box talent discussions with leadership, collaborate with and advise leaders on strategies for developing and retaining high-potential employees, and oversee timely completion performance review processes as well as annual merit incentive programs.
Collect, analyze, and synthesize quantitative and qualitative data to identify trends, develop actionable recommendations, and recognize patterns to inform decision-making and process improvements for programs such as onboarding effectiveness, exit interviews, 9 box process, performance reviews and more.
Manage complex HR projects and initiatives, ensuring successful development, implementation, and rollout to support organizational objectives, utilizing lean methodologies and drive continuous improvement.
Provide expert guidance on complex employee relations issues, ensure adherence to federal, state, and local employment regulations, and supervise workplace investigations and dispute resolution processes.
Responsible for hiring, staff development, coaching, conducting performance reviews, corrective actions, and terminations; deliver feedback through regular one-on-ones and performance evaluations, and work with other departments to improve interdepartmental processes.
Assist in developing annual budget. Monitor spending versus the planned budgeted throughout the year and take corrective action where needed. Coordinate business activities by maintaining collaborative partnerships with key departments.

Requirements

What you’ll need

Minimum of 5 years of HR Business Partner and/or complex employee relations experience required.
Supervisory experience strongly preferred.
Bachelor’s degree required.
Candidates with an Associate’s degree and 2 years of relevant experience, or a high school diploma and 4 years of relevant experience, in addition to the required minimum years of Work Experience will also be considered.
Preferred area of focus: Business Administration, Human Resources Management, or related field.
SHRM-CP, SHRM-SCP, PHR, SPHR, or CBP® Certification preferred and encouraged.
Thorough knowledge and practical understanding of human resources functions and state and federal employment regulations, and a broad understanding of the business and the role each functional area plays.
Ability to read and interpret company policies and procedures; analyze market survey data and identify trends; present information clearly and concisely; exercise tact and diplomacy; and maintain confidentiality.
Requires ability to define and prioritize problems and manage workload without direct supervision.
Working knowledge or experience in the use of software applications to conduct daily business functions, with super-user capability a plus.
Ability to work well under changing priorities and deadlines with frequent interruptions.
Must have a passion for customer service (internal and external) and strong business acumen, with negotiating and influencing skills.
Excellent oral and written communication skills.

Benefits

Comp & perks

Flexible telecommute policy
medical, vision, and dental insurance
incentive program
paid time off and holidays
401(k) plan
volunteer opportunities
tuition reimbursement and training
life insurance
options such as a flexible spending account

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

Human Resources FunctionsOrganizational DevelopmentPerformance ManagementData AnalysisBudget Management

Soft Skills

Communication SkillsCoaching SkillsNegotiation SkillsProblem-Solving SkillsCustomer Service Orientation

Certifications

SHRM-CPSHRM-SCPPHRSPHRCBP® Certification