HR Manager

HR Manager Philadelphia, PAHybrid - 3x onsite required Our client, a non-profit organization in Philadelphia is looking to hire an HR Manager. The Manager, Human Resources serves as the day-to-day lead for the organization’s human resources function and is responsible for delivering accurate, responsive, and compliant HR services across the employee lifecycle. The Manager oversees HR operations, Paycom administration, payroll processing, benefits and retirement plan administration, recruitment and onboarding, routine employee relations, leave administration, and HR documentation.Reporting to the Executive Vice President, Operations, the Manager translates the organization’s people strategy into consistent practices, processes, and employee support. The Manager advises employees and managers on routine HR matters, identifies trends and operational risks, recommends improvements, and escalates complex or sensitive matters to the EVP, Operations. This is a highly hands-on role that balances operational ownership, employee service, compliance, project management, and continuous improvement.Essential Functions and ResponsibilitiesHR Leadership & Advisory PartnershipServe as the organization’s day-to-day HR lead and primary point of contact for employees and managers.Translate HR priorities established with the EVP, Operations into clear processes, timelines, communications, and deliverables.Advise managers on routine performance, conduct, attendance, policy, and employee relations matters.Identify workforce trends, compliance risks, and recurring employee concerns and provide recommendations to the EVP, Operations.Maintain the annual HR calendar, including payroll, benefits, performance reviews, compliance activities, employee engagement initiatives, and required reporting.Develop and recommend improvements to HR policies, procedures, systems, and employee communications.HR Operations & Paycom AdministrationMaintain accurate and timely employee data in Paycom, including onboarding, job changes, compensation updates, status changes, and terminations.Serve as the primary Paycom administrator for day-to-day updates, troubleshooting, workflows, and system support.Partner with Operations and Finance to maintain data integrity and support payroll-related compliance and reporting.Run recurring HR and payroll reports to support audits, budgeting, workforce planning, and organizational decision-making.Recommend and implement approved system and process improvements using Paycom and other HR technology.Payroll AdministrationPrepare, audit, and process biweekly payroll with a high level of accuracy and timeliness.Coordinate with Finance to complete payroll processing and provide required compensation, benefits, and reconciliation documentation.Manage paid time off, leaves, and other employee time and attendance updates within Paycom.Respond to employee questions related to payroll, compensation, withholdings, deductions, and time reporting.Benefits & Retirement AdministrationManage the day-to-day administration of employee benefits, including enrollments, changes, terminations, and employee communications.Partner with the organization’s benefits consultant and the EVP, Operations on plan renewals, open enrollment, vendor coordination, and benefit communications.Ensure benefit deductions, premiums, eligibility records, and carrier reports align with payroll and Finance records.Coordinate employee enrollments, contribution changes, beneficiary updates, and loan requests for the 403(b) plan.Respond to employee questions about benefit and retirement plan features, eligibility, vesting, rollovers, and available resources.Provide Finance and plan providers with employee and payroll information needed to support employer contributions and annual compliance activities.Recruitment, Hiring & OnboardingManage full-cycle recruitment for assigned positions, including posting roles, screening applicants, coordinating interviews, and preparing candidate summaries for hiring managers.Partner with hiring managers throughout the recruitment and selection process and maintain a positive, consistent, and compliant candidate experience.Conduct reference checks and support compensation recommendations within established salary ranges and approval processes.Facilitate onboarding, new-hire paperwork, system setup, and new-hire orientation.Employee Relations, Policy & Leave AdministrationServe as a first point of contact for employees and managers regarding HR policies, procedures, and general workplace questions.Advise managers and employees on routine performance, conduct, attendance, policy, and workplace matters.Consult with and escalate complex, sensitive, or high-risk employee relations matters to the EVP, Operations.Administer employee leave, short-term disability, workers’ compensation, and related processes, including required documentation, communication, and tracking.Manage unemployment claims, employment verifications, and other routine HR compliance activities.HR Programs & Organizational InitiativesLead the coordination and administration of employee engagement programs, performance-review cycles, policy rollouts, and other HR initiatives.Partner with the EVP, Operations to implement organizational culture, communication, workforce planning, and process-improvement initiatives.Prepare HR reports, dashboards, employee communications, meeting materials, and other resources needed to support organizational initiatives.Track HR-related commitments, deadlines, and action items and ensure timely follow-through.Compliance & HR DocumentationMaintain up-to-date job descriptions and recommend policy updates based on legal requirements and organizational needs.Coordinate annual Code of Ethics compliance and other required employee acknowledgments and training records.Maintain complete and confidential employee files and uphold standards related to data privacy, record retention, and information security.Monitor relevant employment-law developments and bring required or recommended changes to the attention of the EVP, Operations.Job Qualifications, Knowledge, Skills & AbilitiesEducationBachelor’s degree in human resources, Business Administration, or a related field preferred.SHRM-CP, PHR, or a comparable human resources certification preferred.Experience8-10 years of progressive human resources experience, including direct responsibility for payroll, HRIS administration, benefits, recruitment, leave administration, employee relations, and HR compliance.Experience advising managers and applying HR policies and employment requirements to workplace situations.Experience in a nonprofit or mission-driven organization highly preferred.Skills & AbilitiesStrong working knowledge of HR operations, payroll practices, benefits administration, employment law, and employee-record requirements.High proficiency with HRIS platforms; Paycom experience strongly preferred.Excellent attention to detail, accuracy, organization, and follow-through.A responsive and service-oriented approach, sound judgment, high professional integrity, and the discretion required to manage confidential information.Strong written and verbal communication skills, including the ability to explain policies and complex information clearly to employees and managers.Strong analytical and practical problem-solving skills, with the ability to use data and operational experience to recommend improvements.Ability to manage multiple priorities, recurring deadlines, and sensitive matters in a changing environment.Juno is an Equal Opportunity Employer that provides equal opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, genetic predisposition or carrier status, or any other characteristic protected by federal, state or local law. The Company is committed to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. It’s expected that all employees are aware of this policy and that they create an environment that’s sensitive and respectful to all individuals.