Human Resources Manager

About The Position We are seeking an experienced, proactive, and collaborative Human Resources Manager to support and elevate human resources and people operations across the employee lifecycle. This individual contributor role is ideal for an HR professional who brings sound judgment, strong ownership of core HR functions, and a passion for continuous improvement and positive workplace culture. In this role, you will act as a trusted advisor to leadership and employees, independently managing key areas including employee relations, performance management, talent acquisition, HR compliance, and process improvement. You will work closely with the Chief Administration Officer (CAO) and the Senior Director of Administration (SDA) to ensure compliant, equitable, and engaging employee experiences for a hybrid team of 30 and a remote team of 50. Reports To Chief Administration Officer (CAO) Key Responsibilities Employee Experience & Engagement Serve as the primary HR resource and trusted advisor for employee relations matters, applying sound judgment, confidentiality, and ethical practice when addressing performance concerns, conduct issues, and workplace conflicts. Lead and administer performance management processes, including coaching managers through performance discussions, drafting and implementing corrective actions and Performance Improvement Plans (PIPs), monitoring outcomes, and ensuring consistent application of standards. Conduct internal workplace investigations as appropriate, maintaining accurate documentation, identifying risk, and partnering with leadership on timely and compliant resolutions. Own the full employee offboarding lifecycle, including exit interviews, analysis of engagement and retention trends, compliance documentation, and coordination of final pay and benefits. Partner with the CAO to support performance management cycles and employee development initiatives, providing consultation and data‑informed recommendations. Talent Acquisition & Onboarding Manage full‑cycle recruitment activities, including job postings, candidate sourcing, screening, interview coordination, reference and background checks, and Applicant Tracking System (ATS) administration. Partner with hiring managers as a consultative advisor to define job requirements, develop structured selection criteria, and implement equitable and legally compliant hiring practices. Lead onboarding processes to ensure regulatory compliance, operational readiness, and a consistent, welcoming employee experience that supports early engagement and retention. Evaluate recruiting and onboarding processes to identify opportunities for improvement and enhanced candidate experience. Maintain accurate, compliant, and audit‑ready recruitment and onboarding records within HRIS and ATS systems. HR Operations & Compliance Maintain, audit, and manage employee records in accordance with federal, state, and local employment laws and organizational requirements. Serve as a subject‑matter resource for employees and managers regarding HR policies, procedures, and employment practices. Partner with the SDA to manage leave of absence programs, workplace accommodations, and required compliance reporting, identifying and mitigating potential risk. Support consistent application of HR policies and ensure alignment with organizational values and regulatory standards. Policy & Process Improvement Collaborate with the CAO and SDA to review, develop, and implement HR policies and procedures that ensure compliance, organizational alignment, and operational effectiveness. Analyze HR processes and operational data to identify inefficiencies and implement improvements that enhance service delivery and employee experience. Stay informed on changes in employment law, HR compliance standards, and people operations best practices, translating emerging trends into actionable guidance for leadership. Payroll and Benefits Provide backup support for biweekly payroll processing, including review of timekeeping data, verification of employee information, and resolution of routine discrepancies. Serve as a benefits resource by addressing routine employee inquiries. Partner with the SDA to support annual open enrollment and benefits education initiatives, ensuring accuracy, compliance, and effective employee communication. Requirements Exercises excellent judgment and decision‑making skills, especially when handling confidential or time sensitive HR matters Serves as a coach and thought partner to managers and leaders, guiding them through employee performance, conduct, and development matters with an emphasis on building capability, confidence, and sound judgment rather than prescribing one‑off solutions Demonstrates agility and flexibility in shifting priorities and focus in response to evolving organizational needs, emerging issues, and time sensitive business demands Strong interpersonal skills, with the ability to navigate diverse personalities and maintain professional boundaries Emotional intelligence, including the ability to remain calm, balanced, and objective in high‑pressure or emotionally charged situations Demonstrated accountability, including ownership of tasks, follow‑through, and proactive communication when challenges arise Self‑starter with strong initiative, able to work independently, anticipate needs, and drive tasks forward without constant supervision High degree of self‑awareness, with the ability to recognize personal strengths and limitations Key Qualifications And Characteristics 5 -8 years of HR experience, with demonstrated ownership of key HR functions and people operations Demonstrates knowledge of HR operations and best practices across key HR functions Proficient in managing employee relations issues, leading investigations, and providing timely resolutions Demonstrates full‑cycle recruitment experience, including sourcing, screening, interviewing, and coordinating onboarding activities for a variety of roles across the organization Knowledge of muti‑state employment laws, and has the initiative to seek guidance and support as appropriate, Proficiency with Human Resources Information Systems (HRIS) and productivity tools (e.g., Microsoft Office) Familiarity with Applicant Tracking Systems (ATS) Ability to handle sensitive and confidential information with care and discretion Comfortable working in a collaborative, mission‑driven environment Bachelor's degree in Human Resources, Business Administration, or a related field HR certification (PHR or SHRM‑CP) preferred Preferred Qualifications Experience working in a nonprofit, mission‑driven, or multi‑site organization SPECIAL REQUIRMENT/ PHYSICAL DEMANDS/ WORKING CONDITIONS Some travel may be required for events and training Flexibility in meeting demands and remaining positive during interactions is essential Flexibility in working hours is appropriate for HR related matters Successfully complete the staff Befriender training Operates independently with success but functions well as a member of a team Salary & Benefits Annual salary ranges from $85,000 to $100,000 and will be set based on experience and skill set. Employer matched 401(k) Plan (Safe Harbor Match- 100% up to 3%, plus 50% from 3-5%) Short and Long‑Term Disability coverage as well as Life Insurance - premium covered by Samaritans Life Insurance coverage on individual employee benefit up to a maximum of $100,000 Health (85% of premium covered by Samaritans for individual plan), Dental (90% of premium covered by Samaritans for individual plan) and Vision insurance available/optional Healthcare FSA and Childcare DCA, Commuter Benefits and Employee Assistance Program Paid Family Medical Leave benefits- premium covered by Samaritans Generous Vacation (New hires start with 10 days), Sick (8 days) and Personal Time Off (5 days) 14 paid holidays per calendar year Hybrid work schedule (2 days required in office/week) plus 6 fully remote work weeks Mileage Reimbursement: Provided for work‑related travel to off‑site trainings, conferences, and meetings About Samaritans Samaritans, Inc. is a Massachusetts‑based suicide prevention organization that offers free, confidential, and nonjudgmental services to all who need them. Each day, Samaritans answers hundreds of calls and texts through the 988 Suicide & Crisis Lifeline and Hey Sam, a peer mental health support textline for young people. Samaritans also offers support groups for those affected by suicide and training so anyone can learn to help those in crisis. Since 1974, Samaritans has answered more than 3.5 million calls and texts; educated 200,000 people to prevent suicide; supported 24,000 suicide loss survivors; and trained 6,500 volunteers to provide compassionate support. Samaritans is an Equal Opportunity Employer. #J-18808-Ljbffr