Health Management Associates Visa Sponsorship Jobs USA

Overview

Help shape the future of HR operations at HMA.

HMA is seeking a Senior HR Specialist who thrives on detail, service excellence, and drives meaningful organizational impact. This is not a role for someone who simply maintains processes; this is for an HR professional who enjoys rolling up their sleeves, improving workflows, and serving as a trusted partner across the full HR lifecycle.

In this role, you will be a go-to resource for colleagues and leaders, supporting everything from policy interpretation and employee relations to performance management, help drive engagement. You will steward HR programs, ensure compliance with employment laws, manage colleague records, and support high-quality customer service to all team members. Your work will directly enhance employee engagement, operational accuracy, and organizational growth.

HMA is a fast-moving national healthcare consulting company with colleagues across the country. You will bring your HR expertise, strong judgment, and passion for process improvement to help us strengthen our HR infrastructure and elevate the employee experience.

This hybrid position provides both work-from-home flexibility and Okemos, MI in-office collaboration.

If you are a seasoned HR generalist ready to step into a high-impact role, and the opportunity to support a dynamic, mission-driven firm energizes you, we would love to hear from you!

You are a strong fit for this role if you…

• Have at least 5–7 years of hands-on HR Generalist experience.
• Are fluent in HR operations across multiple functions including, employee relations, compliance, onboarding, and performance management.
• Understand employment laws across states and can confidently interpret policies and requirements.
• Take pride in data accuracy and maintaining meticulous employment records.
• Communicate clearly, maintain confidentiality, and provide exceptional service to employees and leaders.
• Have experience in consulting, healthcare, or professional services environments (preferred).

Job Summary

The Senior HR Specialist supports the full range of HR operations, ensuring accurate program administration, policy interpretation, and legal compliance. This role manages colleague records, leads new hire orientation, maintains job descriptions, and assists with performance management. The specialist provides guidance on colleague relations matters and supports engagement initiatives. A strong focus on process improvement, service delivery, and confidentiality is essential to success in this role.

Responsibilities

Work Performed and Job Requirements

• Policy and Program Execution

• Administers and communicates HR policies, procedures and legal requirements.

• Maintains and audits HR information system records, ensuring consistency and accuracy.

• Labor Laws Compliance

• Keeps current on federal, state, and local laws and regulations.

• Ensure compliance with labor law posting requirements and updates on employment law changes.

• Maintains knowledge of EEO and Affirmative Action guidelines, ensuring compliance.

• Colleague Relations

• Responds to colleague relations questions and helps resolve concerns.

• Supports managers with coaching and guidance on performance conversations.

• Appropriately escalates complex colleague relations matters.

• Employment Record Maintenance

• Maintains accurate employment records in compliance with legal standards.

• Oversees completion of I-9 documentation, E-Verify and state specific employment notices.

• New Colleague Orientation

• Conducts semi-monthly new hire orientation sessions.

• Assists with the firm-wide New Hire Orientation Program, ensuring consistency and engagement.

• Job Description Management

• Creates, updates and maintains current job descriptions for all roles.

• Conducts job analysis to identify required knowledge, skills, and competencies.

• Performance Management

• Assist leaders in setting clear performance goals and conducting performance reviews.

• Provides support in developing performance improvement plans and delivering feedback for colleague development.

• Cross-functional Support

• Responds timely to colleague questions, seeking input from others when necessary to ensure complete and accurate responses.

• Provides back-up support as needed to other areas of HR, including benefit administration and leave management.

• Colleague Engagement

• Assists with the execution of colleague engagement initiatives, both annual and ongoing.

• Supports colleague surveys and action planning to improve engagement and satisfaction.

• Reinforces company culture and values to maintain a positive, inclusive, and high-performance workplace.

• Exit Management

• Manages offboarding processes, including exit interviews.

• Tracks temporary employment of interns and fellows.

• All other duties as assigned.

Qualifications

Education/Training

Minimum of a bachelor’s degree in business management or other related academic field is required, with a concentration in human resource management preferred. SHRM and/or HRCI certification is strongly preferred.

Experience

Minimum of 5 years of experience in human resources is required, preferably in a multi-state environment. Demonstrated high proficiency in using HRIS platforms (e.g., UKG) and MS Office software is required.

Knowledge, Skills and Abilities

• Superior level of interpersonal skills to manage sensitive and confidential information.
• Demonstrated knowledge in human resource management.
• Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
• Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
• Exceptional oral and written communication skills.
• Extensive knowledge of computer software including MS Office, Docusign, Adobe, and Smartsheet.
• Proficiency with UKG Pro and iCIMS recruiting platforms.
• Excellent attention to detail.
• Solid time management skills.
• Strong analytical skills.
• Skilled at being aware of others’ reactions and understanding why they react as they do.
• Ability to adjust actions in relation to the actions of others.
• Ability to follow directions and problem-solve.
• Ability to multi-task and adhere to strict deadlines.
• Ability to manage significant recurring responsibilities with unpredictable short-term demands.
• Ability to interpret multiple state laws and guidelines in conjunction with federal laws and guidelines.
• Ability to maintain a high level of confidentiality.

Core Competencies

Job Level Competencies

• Analytical Thinking – Synthesizes data to support recommendations.
• Peer Coaching – Actively shares knowledge and supports peer development.
• Accountability – Owns deliverables and ensures quality standards.

Job Specific Competencies

• Colleague Relations Support – Provides frontline guidance on routine colleague relations matters using discretion, professionalism, and sound judgment.
• HR Program Administration – Executes core HR programs with precision, ensuring consistent application of policies, records, and compliance requirements.
• HR Service Delivery – Delivers responsive HR support while improving workflows, documentation, and colleague experience.

EEO

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)