Human Resources Manager

Human Resources Manager

The Human Resources Manager (HRM) is responsible for managing and supporting the organization's human resources functions at The Hunger Coalition. This includes employee relations, recruitment, hiring, onboarding, performance management, training and development, employee engagement, and personnel policy administration. The HRM works closely with leadership to implement people-centered practices that support the organization's mission, values, and goals.

The HRM plays a key role in fostering a positive workplace culture, supporting employee growth and development, and ensuring compliance with employment laws and organizational policies. The HRM reports directly to the Executive Director and adheres to policies established by the Board of Directors, as well as the organization's goals and objectives.

The Ideal Candidate

Qualifications

• Three to five years of progressively responsible human resources experience.
• Fluent in English with the ability to communicate clearly and effectively in verbal and written formats.
• Knowledge of employment laws, HR best practices, and employee relations principles.
• Knowledge of Quickbooks preferred.

Personal Attributes

• Demonstrates a commitment to diversity, equity, inclusion, and belonging, and works effectively with individuals of diverse backgrounds, identities, abilities, and experiences.
• Has personal experience with food insecurity and/or a demonstrated commitment to social justice, community service, or mission-driven work.
• Enjoys building relationships and creating positive employee experiences.
• Collaborates effectively across teams and values open communication and partnership.
• Navigates change and competing priorities with flexibility, professionalism, and a solutions-oriented mindset.
• Communicates clearly, thoughtfully, and professionally in both verbal and written formats.
• Values feedback, accountability, and continuous learning.
• Uses data and sound judgment to identify opportunities, solve problems, and improve outcomes.
• Embraces technology and seeks opportunities to improve efficiency through process improvements and automation.

Duties & Responsibilities

Human Resources Management

• Manage and support core human resources functions, including recruitment, hiring, onboarding, employee relations, performance management, training and development, and employee engagement.
• Implement and maintain HR policies, procedures, and practices that support organizational goals and promote a positive workplace culture.
• Serve as a resource to managers and staff on employee relations, performance concerns, conflict resolution, and personnel matters.
• Partner with leadership to support workforce planning, employee development, succession planning, and organizational effectiveness initiatives.
• Process bi-weekly payroll for all employees, including review/approval of employee timesheets.

Recruitment & Employee Experience

• Oversee recruitment and onboarding processes to attract, hire, and retain employees.
• Support employee engagement initiatives that strengthen workplace culture, increase retention, and promote employee well-being.

Compliance & Administration

• Ensure HR policies and practices comply with federal, state, and local employment laws and regulations.
• In collaboration with the Operations team, support the administration of employee benefits, payroll processes, leave management, workers' compensation, safety, and related personnel functions.
• Maintain accurate employee records and support HR reporting, audits, and documentation requirements.
• Coordinate personnel documentation and compliance requirements.

Leadership Team Participation

• Attend Managers' meetings and be prepared to share/discuss staff-related topics.
• Participate in the annual budgeting and planning process.
• Support cross-functional projects and process improvement initiatives as needed.

Organization Operations Support

• Support coordination of facilities usage and vendors.
• Manage annual training and staff lunch meeting calendars.

Benefits

As a leader in the local nonprofit sector, The Hunger Coalition offers an attractive compensation and benefits package including competitive wages, a higher than average matched retirement savings, and abundant time off. We uphold a flexible, balanced culture so you can live your best life and bring your A-game to work.

Full-Time Employee Benefits include

• Flexible, fun working environment
• Group health and dental insurance. We currently (and have for several years) pay 100% of health insurance premiums for staff. Staff pay the affordable dental insurance premiums. Subject to change given market prices, but we will strive to remain competitive with coverage/costs.
• 6% matched retirement savings
• Generous paid time off which accrues to nearly 6 weeks off in the first year.
• Employee Assistance Program
• Paid time to represent leadership positions in the community
• Access to case management and grocery services
• Paid staff lunches seasonally
• Occasional access to fresh produce from our growing spaces and hot meals from our Community Kitchen

Training & Development: The Hunger Coalition has an internal leadership development program. We uphold a coaching culture centered on goal-setting and growing your unique leadership skills in-line with our mission. Performance management is integrated into this model and is focused on regular weekly 1-on-1 meetings for real-time communication regarding expectations and accountability. Staff have access to a $250-$500 annual professional development stipend to support development.