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Human Resources Manager

Rocky Mountain University of Health Professions

Provo, Utah 84606
Job Type:
Job Status:
Full Time
  • Legal
  • Benefits
  • Compensation
  • Employee Relations
  • Training/Development
Rocky Mountain University of Health Professions
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Job Details

Position Reports to: Director of Operations (DoO)
Positions Supervised: Human Resource Generalist

Ensures that the Human Resource (HR) Department activities are conducted in accordance with established University policies and procedures. Assumes responsibility for the effective performance of various HR functions, including but not limited to recruiting, hiring, compensation, benefits, employee relations, training, and for insuring university-wide compliance with EEO, ADA, OSHA, and other governmental regulations. Provides recommendations to DoO in establishing HR mission, goals, objectives, policies, and plans.


1. Planning, development, and implementation of HR strategies and policies
a. Assists the Director of Operations (DoO) in developing HR mission, goals, objectives, policies, plans, and strategies
b. Ensures HR strategies and policies are consistent with established University comprehensive strategic plan, mission and vision
c. Administers operational plans, policies, and goals
d. Serves on advisory boards and committees as requested
e. Maintains knowledge of industry trends and employment legislation, and updates policies to ensure compliance
f. Creates and maintains an annual HR budget
g. Establishes wage/labor policies based on objective data regarding competition, profitability, business conditions, and the economic environment
h. Ensures that HR policies are reviewed and revised as needed, and assists the DoO and Chief Operating Officer in the development of new HR polices
i. Reviews current HR policies and procedures and submits recommendations for changes to the Director of Operations

2. Management and coordination of HR functions
a. Ensures effective administration of compensation, benefits, pension, and incentive programs, and provides recommendations to the DoO to ensure appropriate service delivery and effective cost management
b. Manages employee wellness, engagement, retention, and onboarding programs
c. Manages compliance of worker’s compensation laws and regulations, processes all worker’s compensation claims
d. Oversees the employee termination process including the creation of termination letters, issuance of last pay check and vacation pay out, collection of issued equipment, serving as a witness, and termination of insurances.
e. Manages the new employee hiring process including , enrollment into HRIS and Payroll systems, submission of payroll forms to the Finance Department as needed, completion of e-verify, submission of requests for email accounts, and management of the Onboarding process
f. Manages Change of Status forms for changes in position or pay
g. Coordinates the annual open enrollment for benefits changes including the communication and negotiations with the broker, approval by the finance committee, communication to employees of the changes to benefits administration of the benefits program, maintenance of employee benefits information and enrollment forms, and investigation of any discrepancies
h. Manages HR related external surveys (involving salaries, compensation, benefits, turnover, and other related data)
i. Manages internal surveys including the creation, distribution, data analysis and reporting the results of the annual, in-house Employee Engagement Survey.
j. Processes paperwork for unemployment claims and programs
k. Ensures accurate, updated personnel information is provided to other departments and to governmental organizations as required, and ensures external document submissions are accurate and timely
l. Oversees job classification and the updating of job descriptions, and maintenance of all job descriptions in a shared repository
m. Works to resolve employee relation issues according to University policies and applicable legal requirements
n. Tracks and monitors employee performance evaluations to ensure timely distribution to employees, and supervises effectiveness of the evaluation process and makes adjustments as needed to ensure all employees are provided with timely and fair evaluations
o. Oversees completion and implementation of the IPEDs and related data

3. Execution of the recruitment plan, sourcing, selecting, screening, establishing and maintaining relationships with hiring supervisors
a. Develops individual departmental recruitment plans that support the comprehensive strategic plan, mission and vision of the University
b. Executes recruitment plans by aggressively recruiting for well-qualified candidates from a variety of sources, managing selection process to include interviewing, assessing candidates, screening, and recommending finalists, and filling the staffing needs within the defined service and performance criteria
c. Analyzes the information provided on a prospective employee's application form, determines the suitability of the applicant for employment and conducts a personal interview as needed
d. Manages the applicant process through background reference investigation (employment references, transcripts), and additional interviewing
e. Establishes, cultivates, and maintains ongoing relationships with hiring supervisors in order to understand the University and department culture and its recruitment needs 
f. Develops and maintains a strong rapport with hiring supervisors, attends departmental staff and other meetings as requested, advises supervisors regarding orientation, benefits, compensation, and payroll, provides basic benefits information, and trains departmental hiring supervisors on recruitment processes, interviewing techniques
g. Works closely with hiring supervisors to participate in planning activities to determine hiring needs, trends, and recruiting strategies
h. Assumes responsibility in promoting the University at a variety of recruitment functions such as conferences, association meetings, job fairs, university/college career days, career events targeted for special populations, other networking events to build relationships, and developing an understanding of the regional employment market
i. Serves as a liaison with area temporary employment and advertising agencies, processes and verifies advertising agency invoices, collects and analyzes data on demographics, hiring activity, salary ranges, candidate pipeline status, recruitment trends, and key performance indicators for use in designing recruitment plans 
j. Directs the efforts of employment agencies and search firms including negotiating and controlling employment related fees
k. Builds a pipeline of candidates and maintains relationships with qualified candidates and contacts
l. Serves as the primary point of contact for recruits throughout the interviewing process (i.e., communicate status, answer questions, extend offers, schedule start dates, and coordinate all follow-up efforts)

4. Maintenance of handbooks, forms, records, and reports
a. Ensures that all HR records, including employee files are current, complete and in compliance with University, State and Federal policies and regulations
b. Maintains and revises the annual Employee Handbook and electronically distributes to all employees at the beginning of each calendar year
c. Ensures all payroll records including time cards, sick leave, annual leave, overtime, insurance deductions, and tax forms are properly maintained and preserved, and submits information to payroll administration personnel as scheduled
d. Ensures employment and enrollment forms including W-4s, insurance, retirement, and benefits documents are current and complete
e. Assists in preparing and reviewing employee benefit review statements.
f. Prepares, reviews, and approves federal and state reports including EEO, OSHA, and Workers’ Compensation documents
g. Maintains the current HRIS system containing all employee data 
h. Updates and corrects attendance and creates reports, including the annual Total Compensation Reports for all employees

5. Supervision, guidance and training of Human Resource personnel 
a. Provides leadership and mentoring of HR staff through effective goal setting, delegation, accountability and communication
b. Conducts regular staff meetings as required
c. Ensures HR personnel are well trained, and qualified to perform all assigned duties in a competent manner
d. Instructs personnel regarding policy, procedure, and program changes
e. Conducts performance appraisals as required, and formulates and implements corrective actions as needed
f. Ensures staffing levels are appropriate

6. Development and execution of employee training programs
a. Researches, conducts and oversees the HR sponsored employee training modules
b. Develops, revises and conducts employee training including safety, non-harassment, computer skills, communication skills, employee evaluations, First Aid/CPR/AED, time management, ethics, and supervisor and leadership training.
c. Creates, organizes, and distributes Interview Guides, and trains hiring supervisors on interviewing techniques as well as ensuring legal compliance
d. Trains management on HR legal issues such as ADA, FMLA, FLSA, and Workers Compensation
e. Trains employees in the use of ADP.

7. Management of the employee recognition and activities programs
a. Coordinates and promotes University employee recognition programs
b. Assists with needed University Web Site updates, and provides employee recognition promotions and updates for the University newsletter.
c. Chairs the Activities Committee and provides oversight and guidance of all HR sponsored activities

• Development of Self
• Job Knowledge/Skill Application
• Champions Innovation
• Drives for Results
• Collaboration
• Integrity
• Critical Thinking
• Initiative
• Student/Customer-Centeredness
• Develops & Inspires Others
• Develops Strategic Perspective
• Financial Accountability




Master’s degree preferred but will consider either Bachelor’s degree in business or related field, or equivalent experience and education

Required Knowledge:

Knowledge of human resource laws and regulations

Understanding of compensation and benefits policies and programs, employee relations practices, and recruitment techniques

Experience Required:

Four or more years of progressive experience in human resource positions.

Supervisory experience required


Strong analytical skills

Excellent oral and written communications abilities

Solid interpersonal and supervisory abilities

Effective project management abilities


Finger dexterity:

Using primarily just the fingers to make small movements such as typing, picking up small objects, or pinching fingers together


Especially where one must convey detailed or important instructions or ideas accurately, loudly, or quickly

Average Hearing:

Able to hear average or normal conversations and receive ordinary information

Average Visual Abilities:

Average, ordinary visual acuity necessary to prepare or inspect documents or products, or operate machinery

Physical Strength:

Sedentary work.  Sitting most of the time.  Exerts up to 10 lbs. of force occasionally (Almost all office jobs)




No hazardous or significantly unpleasant conditions (Such as in a typical office)



Reasoning Ability:

Ability to deal with a variety of variables under only limited standardization.

Able to interpret various instructions

Mathematics Ability:

Ability to perform basic math skills, use decimals to compute ratios and percentages, and draw and interpret graphs

Language Ability:

Ability to read a variety of books, magazines, instruction manuals, atlases, and encyclopedias

Ability to prepare memos, reports, and essays using proper punctuation, spelling, and grammar

Ability to communicate distinctly with appropriate pauses and emphasis; correct pronunciation (or sign equivalent); and variation in word order using present, perfect, and future tenses



Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system. 

All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate. 

In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.

Job descriptions are not intended as and do not create employment contracts. RMUoHP maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.



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