Human Resources Administrator

Job Description

Job Description

David Lynch Foundation (DLF)
Location: New York City — In Office
Employment Type: Full-Time, Exempt
Reports To: Chief Operating Officer

About the David Lynch Foundation

The David Lynch Foundation (DLF) is a 501(c)(3) nonprofit organization founded in 2005 that addresses trauma and toxic stress among at-risk and under-resourced populations through implementation of the scientifically researched Transcendental Meditation (TM) technique. DLF focuses on strategic partnerships, fundraising, and research to advance the long-term scalability and sustainability of its programs.

Position Overview

DLF is seeking a hands-on Human Resources Administrator to manage day-to-day HR operations for approximately 25 full-time employees across three U.S. locations.  Reporting to the Chief Operating Officer, this position supports the full employee lifecycle and is responsible for payroll and HRIS administration, benefits, recruiting and onboarding, employee relations, leave administration, compliance, and HR records. The ideal candidate is an experienced HR professional who combines strong technical HR knowledge with exceptional organization, attention to detail, sound judgment, and a service-oriented approach.

Key Responsibilities

HR Administration and Compliance, including administering HR policies, procedures, and compliance, and maintaining complete, accurate, and confidential personnel records, including employment documentation, required notices, acknowledgments, and retention schedules, while ensuring appropriate access to sensitive employee information.

Payroll and HRIS Administration, including managing and executing all aspects of payroll in coordination with Finance, and maintaining all aspects of HRIS and payroll system (Paylocity) in an accurate and timely manner.

Employee Benefit Plans and Insurance Coordination, including coordinating and administering all aspects of employee benefit plans, providing information and support to employees, reconciling and processing invoices, managing vendor portals and running reports, as well as coordinating COBRA administration, audits and reporting for employee benefits plans, workers compensation, unemployment insurance, and leaves absence. 

Talent Management through the employee life cycle, including recruiting, hiring, onboarding, training, employee relations, promotions, internal transfers, performance management, discipline, and offboarding, as well as supporting supervisors and employees in performance management.

Qualifications

• Minimum 3 years of HR experience as an HR Administrator, Generalist, Manager, or similar position, with experience in a nonprofit or mission-driven organization preferred.

• Bachelor's degree in Human Resources, Business Administration, or a related field.

• Demonstrated skill using, troubleshooting, and learning HRIS and payroll systems; experience with Paylocity and Employee Navigator preferred.

• Strong proficiency with employee and financial data reporting, management, and analysis.

• Strong organizational and project management skills with exceptional attention to detail and accuracy.

• Proactive and resourceful approach to problem-solving and process improvement.

• Proficiency with Google Workspace and Microsoft Office; familiarity with Zoom, Microsoft Teams, Adobe Acrobat, and DocuSign.

Commitment to Diversity, Equity & Inclusion

Research shows that women and people from traditionally excluded groups often apply to jobs only if they meet 100% of the qualifications. We recognize that it is highly unlikely that someone meets 100% of the qualifications for a role. If much of this job posting describes you, then please apply for this role.

DLF provides equal opportunity to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, national origin, ancestry, age, mental or physical disability, pregnancy, alienage or citizenship status, marital status or domestic partner status, genetic information, genetic predisposition or carrier status, gender identity, HIV status, military status and any other category protected by law in all employment decisions, including but not limited to recruitment, hiring, compensation, training and apprenticeship, promotion, upgrading, demotion, downgrading, transfer, lay-off and termination, and all other terms and conditions of employment.

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