Sr. Human Resources Manager

Job Description

Development Corporation for Israel/ Israel Bonds is an organization offering securities issued by the State of Israel. Since the first bond was sold in 1951, Israel Bonds has secured more than $57 billion in bonds sales globally, supporting the development of every aspect of Israel's economy.

Position Summary

The Senior Human Resources Manager is responsible for performing a wide range of human resources functions including recruitment, compliance, and employee development in order to assist and support the CFO, Accounting Department and Human Resources Department.

Reports To:

Chief Financial Officer (CFO)

Benefits of Israel Bonds:

Medical, dental, and vision insurance. Generous paid time off plus most Federal and Jewish holidays. 401k with up to a 3% match and a 4% non-elective contribution. Access to Flexible Spending. Account for health and dependent care expenses. Employer-paid short- and long-term disability insurance and life insurance.

ESSENTIAL FUNCTIONS

Reasonable accommodations where feasible may be made to enable individuals with disabilities to perform the essential functions.

Talent Acquisition & Retention Strategy

• Registered Representative Pipelines: Drive recruitment across 18 states for Series 7, 63, licensed professionals experienced in retail and institutional bond distribution and familiar with the pro-Israel community.

• Mission-Driven Sourcing: Build talent pipelines capable of engaging, specialized investor classes, including community organizations, institutional funds, and public pension entities.

• Proactive Sourcing: Design and execute multi-state recruitment strategies to build a strong pipeline for critical positions across all 18 states.

• Retention Frameworks: Analyze turnover metrics to identify root causes; implement targeted retention programs, career pathing, and employee engagement initiatives.

• Employer Branding: Elevate the company’s reputation to attract top-tier talent in competitive regional markets.

Labor & Union Relations

• CBA Compliance: Act as the primary point of contact for collective bargaining agreements (CBAs); ensure operational adherence and resolve grievances smoothly.

• Labor Harmonization: Balance union contract rules with overall corporate policies to maintain consistent employee relations and minimize labor disputes.

• Unified Workspace Management: Maintain consistent performance management cultures while cleanly managing the distinct regulatory and scheduling realities of union vs. non-union personnel.

• Management Coaching: Train local managers in union regulations, fair labor practices, and grievance procedures.

3. Benefits & Compensation Management

• CFO Alignment: Partner with the CFO to manage benefit plan designs, annual renewals, and cost-containment strategies across a multi-state footprint.

• Plan Administration: Oversee health, welfare, and retirement plans, ensuring competitive offerings that aid talent retention while balancing fiduciary constraints.

• Fiduciary Compliance: Oversee the administration of retirement and 401(k) allocations ensuring strict alignment with federal mandates and union contract scales.

• Wage Structure Management: Monitor multi-state wage compliance, prevailing wage laws, and union scale requirements.

4. Multi-State Operations & Compliance

• Regulatory Oversight: Maintain strict compliance with shifting federal, state, and local labor laws across all 18 operating states (including paid leave mandates, scheduling laws, and tax registration).

• HR Infrastructure: Optimize HRIS workflows to handle complex payroll, benefit tracking, and labor allocation reporting across diverse locations.

OTHER DUTIES

Such other duties as directed by the CFO as he/she deems appropriate and necessary to meet the needs of the CFO and Accounting Department.

Please note that this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Knowledge, Skills, Experience & Licensing Requirements

• Minimum of 6-10 years of progressive HR experience with at least 3–5 years in a multi-state environment. Experience in exposure to union/labor relations is valued.

• Critical Skills: Financial Acumen: Ability to speak the language of the CFO—analyzing labor costs, benefit expenditures, and HR metrics through a financial lens. Multi-State Expertise: Proven track record navigating complex regional employment laws.

• Proficient in use of Microsoft PowerPoint, Word, Excel, and Outlook, and payroll and HRIS software.

WORK ENVIRONMENT: This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, telephones, photocopiers, filing cabinets and fax machines.

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

This is largely a sedentary role; however, this position requires constant communication and the ability to exchange accurate information, the ability to operate a computer and other office equipment, lift files, open filing cabinets and bend or stand as necessary.

POSITION TYPE/EXPECTED HOURS OF WORK: This is a full-time position. Hours of work are Monday through Friday (80% in office 20% remotely), 9:00 a.m. to 5:00 p.m., 35 hours per week. Work extended/evening hours, when needed.

TRAVEL: Travel is not expected for this position.

SECURITY CLEARANCE : Must successfully pass background check, and fingerprinting (if applicable)