Human Resources Manager

Build the HR Function. Influence the Business.

Journey Health & Lifestyle is seeking an experienced, hands-on Human Resources leader who wants the opportunity to shape culture, strengthen leadership, and build practical people practices for a growing organization. Reporting directly to the CEO, this role will serve as the primary HR partner for the business and will own the full employee lifecycle from recruiting and onboarding through performance, development, engagement, and offboarding.

This is not a narrow administrative role or a position supported by a large HR department. It is an individual-contributor leadership opportunity for someone who is comfortable moving between strategy and execution, bringing structure to ambiguity, coaching leaders through difficult situations, and ensuring HR programs are scalable, compliant, and aligned with the needs of the business.

About Journey Health & Lifestyle

Journey Health & Lifestyle is a mission-driven health and lifestyle company focused on mobility and home-support products that help people live more independently and comfortably. We combine compassionate customer service with operational excellence and are committed to creating a workplace where employees feel respected, supported, accountable, and empowered to do their best work.

What You Will Own

Strategic HR Partnership & Organizational Effectiveness

• Partner directly with the CEO and leadership team on workforce planning, organizational design, leadership effectiveness, culture, and employee-related business decisions.
• Translate business priorities into practical HR strategies, programs, and processes that support growth, accountability, and performance.
• Use workforce data, employee feedback, and operational trends to identify risks, recommend solutions, and measure the impact of HR initiatives.
• Lead change-management efforts for new people programs, systems, policies, and organizational changes.

Talent Acquisition, Onboarding & Retention

• Lead full-cycle recruiting for operational, customer-facing, professional, and leadership positions, including sourcing strategy, candidate assessment, selection, and offer support.
• Partner with hiring managers to clarify role requirements, improve interview quality, and strengthen hiring decisions.
• Build and improve onboarding practices that help new employees understand expectations, culture, systems, and performance standards.
• Monitor recruiting and retention outcomes and recommend improvements that increase quality of hire, reduce time to fill, and support employee retention.

Employee Relations & Performance Management

• Serve as a trusted and approachable resource for employees and leaders on workplace concerns, policies, performance, and employee relations matters.
• Coach managers through performance expectations, feedback, corrective action, conflict resolution, and difficult employment decisions.
• Conduct or coordinate workplace investigations and ensure concerns are handled promptly, consistently, respectfully, and with appropriate documentation.
• Strengthen performance-management practices so employees receive clear expectations, meaningful feedback, accountability, and development support.

HR Operations, Systems & Employee Lifecycle

• Own core HR operations across the employee lifecycle, including employee records, job and status changes, documentation, onboarding, offboarding, and HR reporting.
• Improve HR workflows, templates, policies, and systems to create a consistent employee and manager experience.
• Maintain accurate HRIS data and partner with internal stakeholders and vendors to resolve system, payroll, benefits, and reporting issues.
• Ensure HR processes are organized, scalable, and audit-ready.

Compensation, Benefits & Total Rewards

• Oversee compensation and benefits administration, communications, vendor coordination, and annual enrollment activities.
• Partner with leadership to review pay practices, job structure, internal equity, and market competitiveness.
• Help employees understand available programs and ensure questions and issues are resolved accurately and timely.
• Support the development of total-rewards practices that strengthen attraction, engagement, and retention.

Compliance, Risk & Policy Management

• Maintain HR policies and practices that align with applicable federal, state, and local employment requirements.
• Guide leaders on leave, accommodation, wage and hour, employee classification, documentation, and other compliance matters.
• Support workplace safety, workers compensation, and return-to-work processes in partnership with leaders and vendors.
• Identify HR risks early and implement practical, business-minded solutions that protect employees and the organization.

Training, Leadership Development & Culture

• Develop and improve manager training, onboarding, role-based learning, and employee-development practices.
• Coach leaders to communicate effectively, set expectations, address concerns, and build stronger teams.
• Create employee-engagement and communication practices that reinforce Journey's values, service expectations, and business goals.
• Promote a culture of respect, accountability, continuous improvement, and collaboration.