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HR Manager - People Experience Architect Chesapeake

Life Consultants Inc.

HR Manager - People Experience Architect

Full Time • Chesapeake
Benefits:
  • Company parties
  • Competitive salary
  • Dental insurance
  • Health insurance
  • Paid time off
  • Vision insurance
Position Summary:

We’re looking for someone who’s ready to own the entire HR function—not manage a team, but be the team. If you're energized by building systems, creating structure, and driving results without needing layers of collaboration, this is your moment.

The People Experience Architect  is a hands-on, high-accountability role where execution is everything. You’ll take strategic direction and turn it into action—implementing smart HR systems, ensuring airtight compliance, leading recruitment from start to finish, and equipping managers to lead with confidence.

You won’t be stuck in theory. You’ll be the engine behind faster onboarding, cleaner audits, stronger hiring outcomes, better retention, and more empowered team leaders. And as the sole HR person, your impact will be visible, measurable, and essential.

We move fast. Priorities shift. But for the right person—one who is coachable, adaptable, and hungry to make a difference—this role offers the chance to shape how people, performance, and culture work together at every level of the organization.


Key Responsibilities

1. HR Technology & Automation

  • Implement and continuously improve HR systems (e.g., ADP/Paycom, ClickUp, LMS, compliance dashboards).

  • Design templates, self-service tools, and automated workflows to streamline onboarding, documentation, benefits, and training.

  • Monitor data quality and ensure systems support compliance alerts, reporting, and productivity.

2. Empowerment & Enablement of Managers

  • Develop practical toolkits, micro-trainings, and support systems to help managers own day-to-day HR responsibilities confidently.

  • Hold quarterly trainings focused on best practices for coaching, development, and performance documentation.

  • Reinforce company mission, values, and goals in all people-leadership training efforts.

  • Serve as an advisor on department structure changes but do not manage staff grievances; those must be directed to supervisors or department leadership.

3. Compliance & Data Integrity

  • Build and maintain systems that ensure adherence to DBHDS and DMAS regulations across all HR-related procedures.

  • Oversee recurring audits and file reviews (e.g., I-9s, licenses, background checks, performance documentation).

  • Review disciplinary and termination documentation to ensure fairness and alignment with company policies.

  • Maintain all HR documentation systems for real-time audit readiness and policy adherence.

4. Culture, Retention & People Experience

  • Lead execution of employee appreciation and retention efforts, including holiday parties, staff recognitions, and culture-building events—within budget and with outcome tracking.

  • Promote open communication and team-building by embedding feedback tools and recognition into workflows.

  • Drive improvements in onboarding and employee engagement through data and experience mapping.

5. Recruiting & Hiring

  • Own the end-to-end recruitment process for most roles, including job posting, screening, interviewing, and selection.

  • Consult with hiring managers to understand role needs, but ultimate hiring accountability lies with this role.

  • Optimize time-to-hire and new hire success metrics through streamlined systems and candidate evaluation processes.

6. Benefits Administration

  • Evaluate, recommend, and manage benefit offerings that are cost-effective and meaningful for the team.

  • Lead annual benefits renewals and communications, including vendor coordination and rollout plans.

7. Special Projects & Agility

  • Execute strategic HR projects quickly in response to changing organizational needs.

  • Design implementation playbooks and scalable systems for new initiatives or compliance updates.

  • Continually research HR and automation trends to improve performance and culture.

Key Competencies

  • Systems thinking & workflow optimization

  • HRIS/ATS implementation and configuration

  • Manager enablement & decentralized decision support

  • Compliance leadership (especially DBHDS/DMAS standards)

  • Recruitment strategy & execution

  • Benefits plan evaluation & administration

  • Training development and cultural integration

  • Coachability and execution under direction

Qualifications Preferred

  • 3+ years in HR, HRIS administration, people operations, or a related field

  • Direct experience building systems for compliance and onboarding

  • Proven success in independently managing full-cycle recruitment

  • Experience planning and executing staff events and retention initiatives

  • High attention to detail with a bias for rapid, aligned execution

  • Bonus: Prior experience in regulated industries (e.g., healthcare, mental health)

Success Metrics

  • % of staff files compliant with DBHDS/DMAS and internal policy (target: ≥95%)

  • % of managers completing quarterly people-leadership training

  • Average time-to-hire for non-specialist roles (target: ≤30 days)

  • Staff turnover rate annually (target: ≤15%)

  • Event satisfaction survey results and attendance metrics

  • Manager satisfaction scores on HR enablement tools (collected quarterly)

  • Benefits renewal completed with cost analysis and ≥80% staff satisfaction

Report Directly To: Managing Director
Compensation: $75,000.00 - $85,000.00 per year




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