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Human Resource Program Manager Jobs in Nebraska (NOW HIRING)

Streck, LLC

HR Programs Specialist

La Vista, NE · On-site

Bachelor's degree in Human Resource Management, Business, Communication, or a related field. * 3-5 years of experience in human resources, program or project coordination, or a related role. * A ...

Streck, LLC

HR Programs Specialist

La Vista, NE

Bachelor's degree in Human Resource Management, Business, Communication, or a related field. * 3-5 years of experience in human resources, program or project coordination, or a related role. * A ...

TELCOR Inc

Human Resources Manager

Lincoln, NE · On-site

... resource for employees and managers, providing them guidance on everything from day to day ... Support our employee leave programs, ensuring employees receive appropriate support and guidance ...

TELCOR Inc

Human Resources Manager

Lincoln, NE · On-site

... resource for employees and managers, providing them guidance on everything from day to day ... Support our employee leave programs, ensuring employees receive appropriate support and guidance ...

Soarin Group

HR Assistant

Lincoln, NE · On-site

$32K - $41K/yr

This role partners closely with the HR Director to execute HR programs, manage day-to-day HR operations, and support clients with practical, compliant, and people-centered solutions. Essential Duties ...

Soarin Group

HR Assistant

Lincoln, NE · On-site

$32K - $42K/yr

This role partners closely with the HR Director to execute HR programs, manage day-to-day HR operations, and support clients with practical, compliant, and people-centered solutions. Essential Duties ...

Soarin Group

HR Assistant

Lincoln, NE · On-site

$32K - $42K/yr

This role partners closely with the HR Director to execute HR programs, manage day-to-day HR operations, and support clients with practical, compliant, and people-centered solutions. Essential Duties ...

Soarin Group

HR Assistant

Lincoln, NE

$32K - $42K/yr

This role partners closely with the HR Director to execute HR programs, manage day-to-day HR operations, and support clients with practical, compliant, and people-centered solutions. Essential Duties ...

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Human Resource Program Manager information

What is a human resource program manager?

Human Resource Program Managers are professionals responsible for designing, implementing, and overseeing HR programs and initiatives within an organization. Their role often includes managing projects related to talent development, employee engagement, benefits administration, and compliance with labor laws. They collaborate with various departments to ensure HR programs align with organizational goals and improve overall employee experience. Additionally, they monitor program effectiveness and make adjustments as needed to achieve desired outcomes.

What are the key skills and qualifications needed to thrive as a human resource program manager?

To thrive as a Human Resource Program Manager, you need expertise in HR practices, program management, and a relevant degree (often in HR, business, or a related field), with several years of experience in HR roles. Familiarity with HRIS systems, project management software, and certifications such as SHRM-CP, SHRM-SCP, or PHR are highly valued. Strong leadership, strategic thinking, and excellent interpersonal skills help you effectively manage teams and communicate across the organization. These skills are essential for successfully designing, implementing, and evaluating HR programs that align with organizational goals and drive employee engagement.

How does a human resource program manager typically collaborate with other departments to implement HR initiatives?

A Human Resource Program Manager often works closely with leaders across various departments to ensure HR initiatives align with organizational goals. This collaboration can involve conducting needs assessments, facilitating change management, and gathering feedback to tailor programs such as employee development, diversity and inclusion, or performance management. Regular cross-functional meetings, workshops, and clear communication channels are key to driving successful adoption and measuring outcomes. This role requires strong interpersonal skills to build partnerships and navigate differing priorities across teams.

What is the difference between Human Resource Program Manager vs Human Resources Specialist?

AspectHuman Resource Program ManagerHuman Resources Specialist
CredentialsBachelor's degree; often HR certificationsBachelor's degree; HR certifications beneficial
Work EnvironmentOversees HR programs, strategic planningHandles recruitment, employee relations, administrative tasks
Employer & Industry UsageUsed in organizations with structured HR programsCommon in various industries for HR support roles
Search & Comparison IntentFocuses on program management and strategic HRFocuses on HR operations and employee management

The main difference is that a Human Resource Program Manager oversees HR programs and strategic initiatives, while a Human Resources Specialist handles day-to-day HR functions like recruitment and employee relations. The Program Manager has a broader, strategic role, whereas the Specialist focuses on operational tasks.

How to become a human resource program manager?

To become a human resource program manager, candidates typically need a bachelor's degree in human resources, business administration, or a related field, along with several years of experience in HR roles. Developing skills in project management, leadership, and HR software, as well as obtaining certifications like the SHRM-CP or PHR, can enhance prospects for advancement into this position.

Where do human resource program managers get paid the most?

Human resource program managers tend to earn the highest salaries in regions with a strong corporate presence and high living costs, such as major metropolitan areas or financial centers. Factors like industry, company size, and experience also influence compensation levels, with larger organizations often offering higher pay. Certifications like SHRM-CP or SHRM-SCP can further enhance earning potential.

What are popular job titles related to Human Resource Program Manager jobs in Nebraska?

For Human Resource Program Manager jobs in Nebraska, the most frequently searched job titles are:

What job categories do people searching Human Resource Program Manager jobs in Nebraska look for?

The top searched job categories for Human Resource Program Manager jobs in Nebraska are:

Human Resource Program Manager jobs near you

Human Resource Business Partner (HRBP)

OrthoNebraska

Omaha, NE • On-site

Full-time

Posted 18 days ago

OrthoNebraska rating

7.0

Company rating: 7.0 out of 10

Based on 12 frontline employees who took The Breakroom Quiz

Job description

OrthoNebraska creates the inspired healthcare experience all people deserve by giving people a direct path to personalized care and life-enhancing outcomes. With a focus on safety and people, we set the bar high in providing high-quality care with an unmatched experience. Our team members are critical to our success and growth and are rewarded for their dedication and hard work. IF this sounds like the type of team and environment you want to be a part of apply today!
Position Summary: The Human Resources Business Partner, at OrthoNebraska serves as a strategic partner with our operations team, providing HR expertise and guidance on a wide range of human resources functions. This role is instrumental in aligning HR initiatives with business objectives, driving organizational performance, and enhancing the overall team member and patient experience.
Position details
Status
Full-Time
Shift
Days
FTE / Hours
1.0 / 40
Schedule
Mon - Fri: Four 8a - 5p
Position Requirements
Education: Bachelor's degree in human resources, Business Administration, or a related field is required. Master's degree preferred.
Licensure: N/A
Certification: SHRM-CP/SHRM-SCP or PHR/SPHR certification preferred.
Experience:
  • 7+ years of experience in human resources, with a focus on employee relations, talent management, and strategic HR partnership required.
  • Equivalent experience considered in lieu of education requirements if SHRM-CP/SHRM-SCP or PHR/SPHR certification is active.

Required Knowledge/Skills/Abilities
  • Strong knowledge of employment laws, healthcare regulations, and best practices, multistate preferred.
  • Solid understanding of benefits and compensation administration, market pricing, labor law, and organizational development.
  • Familiarity with HRIS and other HR software.
  • Must have a customer-focused attitude with a high level of professionalism.
  • Strategic thinking and problem-solving skills.
  • Excellent communication skills along with the ability to present and facilitate.
  • Demonstrated ability to partner with all levels of the organization.
  • Must have solid experience in driving positive employee relations, including strong problem-solving, analysis, and conflict-resolution skills.
  • Ability to effectively coach and influence others.
  • Ability to prioritize and work well under pressure.
  • Must be self-motivated and able to effectively work independently.
  • Strong organizational and time management abilities.
  • High level of discretion and ability to handle confidential information.

Essential Job Functions
Customer Service:
  • Champion a service mindset, with a commitment to address the needs of our customers through effective communication, support, and proactive problem-solving.
  • Actively seek feedback to continuously improve HR services.

Strategic HR Partnership:
  • Partner with operations leaders to understand their goals and objectives and provide HR support to achieve them.
  • Develop and implement HR strategies that align with the business needs and organizational goals.

Employee Relations:
  • Serve as a trusted advisor to managers and team member on employee relations issues, providing guidance/support.
  • Address and resolve employee relations issues, including conducting investigations, managing conflicts, and implementing disciplinary actions as needed.

Talent Management:
  • Assist in the identification and development of talent, including succession planning, performance management, and career development initiatives.
  • Identify talent gaps and work with leaders to develop strategies for talent acquisition, retention, and development.

Recruitment Support:
  • Partner with the recruitment team to ensure timely and effective hiring processes, including identifying staffing needs and participating in interviews as necessary.

Performance Development:
  • Assist in the development and implementation of performance development processes.
  • Provide coaching and support to managers on setting goals, providing feedback, and conducting performance reviews.
  • Identify and address performance issues promptly.

Training and Development:
  • Assist in facilitating training programs and initiatives to develop team member skills and improve organizational effectiveness.
  • Support new hire onboarding process to ensure new team members have a welcoming and informative introduction to OrthoNebraska.

Compensation and Benefits:
  • Collaborate with the HR team to ensure competitive and equitable compensation practices.
  • Provide guidance on benefits programs and assist team members with benefits-related inquiries.

Data Analysis and Reporting:
  • Analyze HR data and metrics to provide insights and recommendations to business leaders.
  • Generate reports on key HR metrics and trends.
  • Conduct exit interviews, analyzing data and making recommendations to leadership for continuous improvement.
  • Utilize HRIS and other HR technologies to manage and streamline HR processes.

Compliance:
  • Ensure compliance with all federal, state, and local employment laws and healthcare regulations, as well as internal policies and procedures.
  • Assist in the development and communication of HR policies and procedures, ensuring they are understood and adhered to by all team members.
  • Keep up to date with changes in employment law and best practices.

Change Management:
  • Support and guide leaders and team members through organizational changes, ensuring smooth transitions and effective communication.
  • Engage in transition and integration initiatives associated with mergers and acquisitions for a seamless onboarding experience.
  • Employee Engagement: Support and assist in the execution of team member engagement activities to help create and promote a positive culture.
  • Some travel between service locations may be required.

All other duties as assigned.
Physical requirements: This position is classified as Sedentary Work in the Dictionary of Occupational Titles, requiring the exertion of up to 1-pounds of force occasionally (up to 33% of the time) and /or a negligible amount of force frequently (33%-66% of the time) to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time.
Must be able to pass background check. We also conduct pre-employment physical and drug testing. Any job offer will be contingent upon successful completion of a pre-employment physical with a drug screen, background check and obtaining active licensures per job requirements.

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