Human Resources Manager

About Us: PROVE Partners, LLC, founded in 2003 and based in Las Vegas Nevada and Denver, Colorado, is a patient-centric complex claims administration and healthcare finance company that provides innovative services and financial products to injury victims, medical providers and law firms in the United States. PROVE is primarily engaged in a fast-growing form of specialty reimbursement commonly referred to as medical lien funding that enables victims of third-party liability accidents (e.g., motor vehicle collisions) to access healthcare in their greatest time of need. PROVE is more than a medical lien funder— we offer patients a full-suite of financial products including co-pay and deductible finance and pre-settlement loans, providers with comprehensive revenue cycle solutions including outsourced complex claims administration, and attorneys with patient concierge services and technology solutions to manage caseloads, reduce overhead and most importantly, maximize the outcome for their clients. PROVE maintains a fortified balance sheet, supported by a group of institutional capital partners that manage more than $16 billion in assets under management. PROVE is backed by C9 Partners, LLC, a Los Angeles-based private equity firm focused on making investments in US-based businesses at intersection of financial services, specialty finance, and healthcare services. Mission: We help injury victims at their greatest time of need. Core Values: I = Innovate Daily M = More…with Less P = Pursue Growth and Learning A = Accountability C = Communication T = Teamwork Position Overview We are seeking a highly capable and strategic Human Resources Manager to lead and execute all HR functions across the organization. This role is responsible for building a high-performance culture, strengthening employee engagement, managing employee relations, ensuring compliance, and developing scalable processes that support the company’s growth. The ideal candidate is both operationally excellent and strategically minded—comfortable rolling up their sleeves while also acting as a trusted advisor to leadership. Key Responsibilities 1. Talent Acquisition & Onboarding Manage the full-cycle recruitment process, including job postings, sourcing, screening, interviewing, and offer management. Partner with department heads to understand talent needs and build strong candidate pipelines. Lead and refine onboarding processes to ensure new hires have a seamless, high-quality experience. 2. Employee Relations & Engagement Serve as the primary point of contact for employee concerns, performance issues, and conflict resolution. Foster an inclusive, collaborative culture aligned with company values. Manage employee engagement programs, culture-building initiatives, and regular pulse surveys. 3. Performance Management Administer and refine the company’s performance evaluation process, including goal setting, mid-year reviews, 360 feedback, and annual assessments. Coach managers on performance improvement plans, feedback delivery, and talent development. Support leadership with succession planning and organizational development. 4. Compliance, Policies & HR Operations Ensure compliance with federal, state, and local employment laws and regulations. Oversee and maintain company policies, employee handbook, and HR documentation. Maintain accurate HRIS records, time-off tracking, and employee files. Support payroll and benefits administration in partnership with Finance. 5. Benefits & Compensation Manage benefits programs, including medical, dental, vision, 401(k), and other employer-sponsored plans. Handle open enrollment, benefits education, and employee inquiries. Assist with compensation benchmarking, pay analyses, and designing competitive total-compensation packages. 6. Training & Development Identify training needs and coordinate professional development programs. Support leadership development initiatives and employee skill-building resources. Promote a culture of continuous improvement and learning. 7. Assist With Payroll Administration Work closely with Finance on semi-monthly payroll processing. Review employee timesheets, PTO, deductions, and adjustments for accuracy. Ensure timely and accurate payroll submissions, corrections, and updates. Maintain employee payroll records and support audits or reporting as required. Serve as an internal resource for payroll-related employee inquiries. 8. HR Strategy & Leadership Support Act as a strategic advisor to leadership on organizational structure, talent planning, and culture. Analyze HR metrics (turnover, retention, hiring velocity, engagement scores, etc.) and provide actionable insights. Lead HR projects and process improvements to support scalability. Qualifications Bachelor’s degree in Human Resources, Business Administration, or a related field; HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred. 5+ years of progressive HR experience, with at least 2 years in a managerial or generalist role. Strong knowledge of employment laws (FMLA, ADA, EEO, wage & hour). Excellent interpersonal, communication, and conflict-resolution skills. Ability to maintain strict confidentiality, discretion, and professionalism. Proactive problem solver with strong judgment and decision-making abilities. Experience with HRIS systems and HR reporting. Fast-paced, high-growth environment experience preferred. Success Profile Build trust with employees at all levels. Balance empathy with firm, principled decision-making. Improve HR processes and introduce scalable systems. Reduce hiring friction and elevate the talent bar. Enhance team cohesion, performance, and culture. Serve as a valued strategic partner to executive leadership. #J-18808-Ljbffr