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Manager Human Resource Tech Jobs (NOW HIRING)

CFS

Human Resources Manager

Jenison, MI

Human Resources Manager Grand Rapids Area Full-Time | On-Site Monday-Friday $80,000 - $100,000 Our client, a respected school district in West Michigan, is seeking an experienced Human Resources ...

CFS

Human Resources Manager

Grandville, MI

Human Resources Manager Grand Rapids Area Full-Time | On-Site Monday-Friday $80,000 - $100,000 Our client, a respected school district in West Michigan, is seeking an experienced Human Resources ...

CFS

Human Resources Manager

Grand Rapids, MI

Human Resources Manager Grand Rapids Area Full-Time | On-Site Monday-Friday $80,000 - $100,000 Our client, a respected school district in West Michigan, is seeking an experienced Human Resources ...

CFS

Human Resources Manager

Grand Rapids, MI

Human Resources Manager Grand Rapids Area Full-Time | On-Site Monday-Friday $80,000 - $100,000 Our client, a respected school district in West Michigan, is seeking an experienced Human Resources ...

CFS

Human Resources Manager

Grand Rapids, MI

Human Resources Manager Grand Rapids Area Full-Time | On-Site Monday-Friday $80,000 - $100,000 Our client, a respected school district in West Michigan, is seeking an experienced Human Resources ...

CFS

Human Resources Manager

Grand Rapids, MI

Human Resources Manager Grand Rapids Area Full-Time | On-Site Monday-Friday $80,000 - $100,000 Our client, a respected school district in West Michigan, is seeking an experienced Human Resources ...

Crane Company

Human Resource Manager

Twinsburg, OH · On-site

Human Resource Manager (HR) Business Unit : Nuclear- Reuter Stokes Segment ... Process Flow Technologies Location : Twinsburg, Ohio Reports To : Vice President of Human Resources ...

Metropolis

Senior Manager, HR Systems

New York, NY · On-site

$150K - $170K/yr

This highly visible role is for a strategic, hands-on HR tech leader who thrives in a fast-paced environment, but isn't afraid to get in the weeds. You will manage current HR systems, drive ...

Cognex

Senior Manager, HRIS

Natick, MA

The Senior Manager, HRIS is a member of the Employee Services (ES) team and will be responsible for ... The role serves as an HR Technology point of contact for ES functional areas and assists ES subject ...

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How much do manager human resource tech jobs pay per year?

As of Jun 7, 2026, the average yearly pay for manager human resource tech in the United States is $86,139.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,000.00 and $100,000.00 per year, depending on experience, location, and employer.

What is the difference between Manager Human Resource Tech vs HR Coordinator?

AspectManager Human Resource TechHR Coordinator
CredentialsBachelor's degree, HR certifications, technical skillsBachelor's degree, HR certifications often preferred
Work EnvironmentOversees HR tech systems, manages teams, strategic planningSupports HR functions, handles administrative tasks, coordinates recruitment
Employer & Industry UsageUsed in organizations with HRIS systems, tech-driven HR departmentsCommon in HR departments across various industries, administrative role
Comparison Search IntentUnderstanding HR tech management rolesAssisting HR operations and recruitment processes

The Manager Human Resource Tech focuses on managing HR technology systems and leading HR teams, requiring technical skills and strategic oversight. In contrast, the HR Coordinator handles administrative support, recruitment, and day-to-day HR tasks. Both roles are essential in HR departments but differ in scope, responsibilities, and required skills.

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What are the most commonly searched types of Human Resource Tech jobs? The most popular types of Human Resource Tech jobs are:
What states have the most Manager Human Resource Tech jobs? States with the most job openings for Manager Human Resource Tech jobs include:
Manager Human Resource Tech jobs near you

Manager HR Operations

CHI Saint Joseph Health System

Lexington, KY • On-site

$45.04 - $67/hr

Other

Posted 3 days ago

Job description

Where You'll Work
CHI Saint Joseph Health is one of the largest and most comprehensive health systems in the Commonwealth of Kentucky supporting over 5,000 active team members, 8 hospitals, and a Medical Group with more than 200 locations across Central and Eastern Kentucky.
At CHI Saint Joseph Health, we are dedicated to building healthier communities by elevating patient care through high quality healthcare professionals and Humankindness. We care about our team members well-being and offer benefits that complement work-life balance such as:
CHI Saint Joseph Health is part of CommonSpirit Health, a nonprofit, Catholic health system dedicated to advancing health for all people. With approximately 175,000 team members and 25,000 physicians and advanced practice clinicians.
Our commitment to serve the common good is delivered through the dedicated work of thousands of physicians, advanced practice clinicians, nurses, and staff; through clinical excellence delivered across a system of 140 hospitals and more than 2,200 care centers serving 24 states.
Job Summary and Responsibilities
As a strategic partner, the Manager-Human Resources aligns business objectives with employees and management in designated departments, facilities, markets and/or divisions. The Manager-Human Resources serves as an evidence-based consultant to management on Human Resource related issues, including but not limited to employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process and compensation. The ManagerHuman Resources will partner with the leadership team to understand and execute the organizations human resource and talent strategy. The Manager-Human Resources will proactively communicate needs to the HR department, colleagues within the Centers of Expertise (CoE) and management. The Manager-Human Resources seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs. The Manager-Human Resources may manage the HR team as assigned and formulates partnerships across the HR team and CoE to deliver value-added service to management and employees that reflect the strategic business objectives of CommonSpirit Health.
Essential Functions:
  • Strategic Alignment - Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Health's Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
  • Employee Relations - Partner with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.
  • Labor Relations - Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
  • Performance and Leadership Coaching - Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
  • Culture - Integrate culture standards consistent with the CommonSpirit Health's mission, vision and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture. Understands and promulgates approaches that lead to a positive, desired work culture. Applies results of culture diagnostic tools, e.g., My Culture to help craft appropriate plans for addressing culture development needs identified in the business unit/facilities/markets/divisions served.
  • Centers of Expertise (CoE) Utilization - Collaborates with CoEs to support the accomplishment of business goals, objectives, and outcomes; Identifies business unit/facility/service line needs to CoE partners for program and resource solutions that support effective people management and operational performance. Assists CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders. Works with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.

Functional Competencies:
  • Accountability - Creates a culture of accountability and expectations of excellence for themselves and others. Ensures timely feedback is provided regarding team and individual progress on projects/goals. Takes responsibility for decisions that impact performance and outcomes. Consistently follows through on commitments and delivers on promises.
  • Change Leadership - Takes personal ownership and is a champion for leading change within the organization. Creates the business case, obtains sponsorship, removes barriers and enlists resources to achieve established goals.
  • Trusted Advisor - Demonstrates a deep trust and respect for others, maintains confidentiality. Ensures decisions are ethical and align with our mission, vision and values. Serves as a trusted advisor to leadership and staff.
  • Coaching & Developing - Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult.
  • Employment & Labor Law - Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations. Consults counsel from our legal partners when necessary.
  • Business Acumen - Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/market/division being served. Uses analytics to become an evidence based strategic business partner.
  • Flexibility - Flexible and adaptable to the changing needs of the regulatory environment, organization, and business needs/requirements.

Job Requirements
  • Bachelors required and 5-7 years HR or leadership experience required or;
  • Masters with relevant experience; equivalent deducation and/or experience; experience through certifications required.
  • HR experience should encompass generalist experience or at least 2 or more areas of specialty, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc required.
  • Demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation theory/administration required.
  • Professional in Human Resources (PHR) or; Senior Professional in Human Resources (SPHR) or; SHRM Cert Professional (SHRM-CP) preferred.

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