Human Resources Manager

Position Summary

The Manager of Human Resources is responsible for the day-to-day leadership and administration of human resources across the Baltimore Symphony Orchestra (BSO). This role serves as a trusted resource to employees and managers and partners with organizational leadership to support a positive, inclusive, and effective workplace.

The Manager leads and administers key HR functions, including employee relations, talent acquisition and retention, benefits, performance management, employee development, HR policies and procedures, and employment compliance. The role provides guidance to managers and employees, ensures consistent application of organizational policies and practices, and identifies opportunities to strengthen HR processes and the employee experience.

The Manager also works closely with the Orchestra Personnel office regarding musician HR matters and collaborates with Payroll and other administrative functions to ensure effective coordination of employee-related processes. The Manager stays current on employment law, HR practices, and organizational trends and translates that knowledge into practical policies, programs, and recommendations that support the BSO's mission, strategy, and culture.

This is a full-time, exempt position subject to a hybrid work arrangement. Employees in this role are expected to work on-site at the Company's designated office location a minimum of four days per week, with the remaining workday eligible for remote work, subject to applicable Company policies and business needs.

This position reports directly to the CFO.

Specific Duties and Responsibilities:

• Serve as a primary HR resource to employees and managers, providing guidance and support on workplace matters, policies, performance, benefits, leave, and other employment-related questions.
• Manage employee relations matters, including workplace concerns, investigations, policy violations, disciplinary matters, and performance issues. Partner with managers and leadership to develop appropriate responses and recommendations, including coaching and guidance through employee separation when necessary.
• Lead talent acquisition and retention activities, including recruiting, interviewing, selection, onboarding, and new employee orientation.
• Administer and oversee employee benefit programs, including Open Enrollment, employee communications, vendor coordination, and ongoing employee support. Partner with Payroll to address benefit-related and payroll-related questions and improve related processes.
• Lead the performance management process, providing managers with tools, guidance, and training to establish expectations, provide feedback, address performance concerns, and support employee development.
• Develop and coordinate employee training and professional development initiatives that support organizational needs, manager effectiveness, compliance, and employee growth.
• Maintain and update HR policies, procedures, and practices to reflect applicable federal, state, and local employment laws, regulatory requirements, organizational needs, and HR best practices.
• Monitor changes in employment law, regulations, HR practices, and technology and assess their potential impact on the organization. Communicate relevant changes and recommendations to leadership and implement updates as appropriate.
• Monitor HR compliance and maintain appropriate documentation and records. Conduct periodic reviews of HR practices and processes to identify opportunities for improvement.
• Utilize the organization's HRIS and other HR systems to maintain accurate employee information and analyze workforce data.
• Partner with the Orchestra Personnel office on musician HR matters and provide guidance and consultation regarding employment practices, applicable laws and regulations, and union agreement requirements.
• Support the organization's commitment to diversity, equity, and inclusion by incorporating these principles into HR policies, practices, employee development, and workplace initiatives.
• Build effective working relationships across all levels of the organization and promote consistent, professional, and collaborative HR practices.
• Perform other duties as required.

Required Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field, with 5-7 years of progressively responsible human resources experience, including experience independently managing multiple HR functions.
• Demonstrated experience in employee relations, talent acquisition and retention, performance management, benefits administration, HR policy development, and employment compliance.
• Working knowledge of applicable federal, state, and local employment laws and regulations, with the ability to interpret requirements and translate them into practical workplace policies and practices.
• Demonstrated ability to advise and coach managers and employees on workplace matters, performance concerns, policy application, and employee relations issues while exercising sound judgment and maintaining appropriate confidentiality.
• Strong organizational, analytical, and problem-solving skills, including the ability to manage multiple priorities, meet deadlines, maintain accurate records, and identify opportunities to improve HR processes.
• Strong written and verbal communication skills, with the ability to build effective working relationships and communicate professionally with employees and leaders at all levels of the organization.
• Demonstrated ability to work independently, exercise sound judgment, take initiative, and handle sensitive and confidential information.
• Demonstrated commitment to diversity, equity, and inclusion and the ability to incorporate these principles into HR policies, practices, and employee programs.
• Experience working collaboratively across departments and supporting organizational initiatives in a dynamic, service-oriented environment.

Highly Desirable Requirements

• Proficiency with ADP Workforce Now or a comparable HRIS/payroll system.
• Experience administering retirement and health and welfare benefit plans, including vendor coordination and employee communications.
• Experience working with union agreements and represented employees.
• Experience in the performing arts, nonprofit, or similarly mission-driven environment.
• Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Demonstrated experience developing or improving HR processes, systems, policies, or programs.
• Demonstrated ability to bring play, joy, and levity into the workplace while maintaining professionalism and sound HR practices.

Physical Requirements:

This role primarily works in an office environment, and frequently has prolonged periods of sitting and looking at a computer screen. May require travel between locations.

OUR COMMITMENT TO DIVERSITY, EQUITY, and INCLUSION

The Baltimore Symphony Orchestra does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, differing physical abilities, genetic information, age, parental status, military service, or other non-merit factors.


ABOUT THE BALTIMORE SYMPHONY ORCHESTRA

The Baltimore Symphony Orchestra (BSO) is internationally recognized as having achieved a preeminent place among the world's most important orchestras. Acclaimed for its enduring pursuit of artistic excellence, the BSO has attracted a devoted national and international following while maintaining deep bonds throughout Maryland through innovative education and community outreach initiatives.


Organized in 1916, the Baltimore Symphony Orchestra is the only major American orchestra originally established as a branch of the municipal government. Reorganized as a private institution in 1942, it maintains close relationships with the governments and communities of the city and surrounding counties, as well as with the State of Maryland.