Human Resources Manager

POSITION SUMMARYThe HR Manager is a dynamic, hands-on operational and strategic HR leader who plays a critical role in supporting the organization. Partnering closely with the Director of Human Resources and department leaders across all shifts and program areas, this role drives the day-to-day execution of all HR functions including employee relations, talent acquisition, compliance, compensation, benefits, training, and HR systems management. The HR Manager leads and develops a team of HR professionals, coaches supervisors and managers across all shifts, and ensures consistent, equitable, and legally compliant HR practices throughout the organization. This individual must be comfortable operating in a dynamic and 24/7/365 organization.ESSENTIAL DUTIES AND RESPONSIBILITIESEmployee Relations & EngagementServe as the primary escalation point for complex employee relations matters including harassment, discrimination, misconduct, and workplace conflict across all shifts and program areasLead thorough, objective, and timely investigations in accordance with organizational policy and applicable law, ensuring consistency across workforceCoach and develop supervisors and managers on HR policies, corrective action, disciplinary documentation, and performance conversationsOversee leave management programs including FMLA, ADA accommodations, personal leaves, and workers' compensation, ensuring continuity of care in round-the-clock operationsDesign, implement, and evaluate employee engagement and recognition programs that reach staff across all shifts, including overnight and weekend employeesConduct and analyze employee engagement survey data to identify retention risks and develop targeted action plansPartner with leadership to maintain a workplace culture that is delivers care, accountability and accomplishment.Recruitment & SelectionOversee full-cycle recruiting operations across all levels of the organization, with emphasis on hard-to-fill positionsLead recruiting efforts for manager, supervisor, and director-level positionsDevelop and maintain partnerships with community organizations, reentry programs, recovery programs, and workforce development agencies to support inclusive, second-chance hiringEstablish, monitor, and report on recruiting KPIs including time-to-fill, cost-per-hire, offer acceptance rates, ect.Oversee applicant tracking system (ATS) management and ensure consistent, compliant candidate workflowsOwn the design and continuous improvement of the new employee onboarding program, ensuring orientation and integration experiences are accessible for staff starting on any shiftPartner with department heads to conduct proactive workforce planning discussions and anticipate staffing needs across all operational hoursCompensation, Benefits & PayrollLead the annual compensation review cycle including market benchmarking, internal equity analysis, and pay recommendations for leadership approvalManage and evaluate compensation structuresOversee benefits open enrollment including carrier coordination, employee communications, and educational sessions accessible to all-shift staffPartner with the Benefits/Payroll Specialist to ensure payroll accuracy, timely processing, and compliance with shift differentials, overtime regulations, and multi-shift pay structuresEnsure payroll and benefits administration practices comply with all applicable federal, state, and local regulationsTraining & DevelopmentAssess organizational training needs across all departments and shifts and develop an annual learning and development plan with measurable outcomesOversee the design and delivery of compliance training, leadership development, supervisor skill-building, and mission-aligned staff development programsEnsure training is delivered in formats and at times accessible to staff across all shifts including evenings, weekends, and overnightsIdentify, evaluate, and manage external training vendors and community learning partnershipsTrack training completion, evaluate program effectiveness, and report outcomes to the Director of Human ResourcesCompliance & AuditsEnsure all HR policies, procedures, and employment practices comply with federal, state, and local lawMaintain and annually update the employee handbook in collaboration with leadership and legal counselLead HR audit preparation, response, and corrective action planningStay current on employment law changes impacting a 24/7 workforce, including wage and hour regulations, scheduling laws, and shift-specific compliance requirementsOversee workers' compensation program administration including claims coordination and return-to-work programsPerformance ManagementDesign, administer, and continuously improve the organization-wide performance management program including evaluation tools, rating calibration, and timelinesCoach managers across all shifts through performance improvement plans, disciplinary actions, and involuntary separation decisionsAnalyze performance data to identify trends and inform training, development, and workforce planning strategiesHR Operations, HRIS & ReportingOversee HRIS data governance and integrity, lead system optimization efforts, and ensure all team members are trained on system useDevelop and present HR metrics, dashboards, and trend analyses for regular review by HR Director and leadership teamSupport strategic workforce planning and contribute to the organization's long-term operational and staffing goalsOther DutiesMaintain availability and responsiveness to support urgent HR matters that arise during non-standard hours in a 24/7/365 operationPerforms other duties as assignedEDUCATION & EXPERIENCERequired:Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related fieldMinimum 7 years of progressive HR experience, with at least 3 years in a people management or senior HR generalist roleDemonstrated experience managing employee relations investigations and complex HR mattersStrong working knowledge of federal, state, and local employment law and HR compliance requirementsPreferred:SHRM-CP, SHRM-SCP, PHR, or SPHR certificationExperience in a nonprofit, social services, residential, or mission-driven organizationExperience with second-chance, reentry, or barrier-inclusive hiring programsExperience supporting a multi-shift, 24/7, or round-the-clock workforce strongly preferredKNOWLEDGE/SKILLS/ABILITIESComprehensive knowledge of employment law, HR best practices, and workforce complianceStrong leadership, coaching, and team development skillsProven ability to build trust and credibility with employees, supervisors, and leadership across all levels and all shiftsExcellent investigation, conflict resolution, and critical thinking skillsProficiency in HRIS platforms, ATS systems, and Microsoft Office SuiteAbility to manage competing priorities and make sound HR judgments in a fast-paced, mission-driven environmentHigh level of discretion, integrity, and confidentiality with sensitive employee and organizational informationStrong data analysis and HR reporting skillsMANAGERIAL RESPONSIBILITIESDirectly supervises HR Generalist(s) and HR Coordinator.Provides day-to-day leadership, performance coaching, and professional development support for all HR team membersFosters a collaborative, high-performing HR team culture that models the organization's valuesWORK ENVIRONMENT & PHYSICAL DEMANDSStandard office environment with regular interaction across multiple program departments and operational areasMust be available and responsive to urgent HR matters arising outside of standard business hours in support of a 24/7/365 organizationOccasional travel to organizational program sites, offsite meetings, or community partner locationsProlonged periods of sitting and computer useOccasional lifting of materials up to 15 pounds #J-18808-Ljbffr