HR Manager

Job Description

Job Description

The Human Resources (HR) Manager leads and manages the full spectrum of human resources functions for our nonprofit organization (approximately 80-100 staff members). This role is responsible for developing, implementing, and upholding HR policies and practices that support a positive workplace culture and mission-driven environment. The HR Manager supervises the HR Specialist and functions as a trusted partner to leadership, ensuring compliance with employment laws, effective talent acquisition and retention, and professional support to all employees.

PRINCIPAL JOB DUTIES AND RESPONSIBILITIES

• Manage the day-to-day operations of the HR Department and maintain final accountability for the quality, accuracy, and timeliness of departmental work.
• Establish departmental priorities, assign work, monitor deadlines, review completed work, and provide clear direction and feedback to HR staff.
• Develop, review, update, and implement HR policies, procedures, and the employee handbook.
• Ensure clarity, consistency, and compliance with local, state, and federal employment laws.
• Monitor and interpret HR-related laws and standards, ensuring organizational compliance.
• Serve as a subject-matter expert on HR best practices, guiding leadership on policy interpretation and application.
• Lead and oversee the full recruitment lifecycle, delegating recruitment coordination, applicant screening, interview scheduling, and onboarding administration to the HR Specialist as appropriate.
• Partner with department leaders to forecast staffing needs, develop strategic hiring plans, and ensure consistent and effective selection practices.
• Oversee onboarding practices that support new hire engagement, readiness, and success.
• Serve as the primary point of escalation for complex employee relations matters, workplace complaints, conflict resolution, investigations, and disciplinary actions.
• Lead performance management processes, including performance evaluations, coaching, corrective action, and performance improvement planning.
• Train and advise supervisors and managers on employee relations matters, performance management, disciplinary actions, documentation, and employment practices.
• Promote and support a positive, mission-focused work environment where all staff feel valued and respected.
• Administer employee benefits programs including health insurance, retirement plans, leave programs, and wellness initiatives while ensuring effective communication, enrollment, and compliance.
• Oversee complex leave, accommodation, and benefit matters and ensure consistent application of organizational policy and applicable law.
• Conduct salary and benefits analyses as needed to support equitable and competitive offerings in a nonprofit environment and with consideration to operational budgets.
• Collaborate with Finance to ensure accurate payroll processing, personnel changes, and employment-related reporting.
• Manage workers’ compensation, unemployment claims, and employment-related reporting.
• Supervise the HR Specialist and other HR staff or interns as assigned, providing coaching, oversight, accountability, and ongoing professional development.
• Collaborate closely with senior leadership to align HR strategies with organizational goals.
• Serve as a role model for professionalism, confidentiality, ethical conduct, and a deep commitment to the organization’s mission.
• Support workforce planning, retention strategies, succession planning, and organizational development initiatives.
• Track HR metrics and trends to inform strategic decision-making and continuous improvement.
• Lead the HR components of organizational accreditation, audits, monitoring visits, and compliance reviews and collaborate with organizational compliance staff on broader requirements.
• Promote conflict resolution, constructive communication, and consistent management practices throughout the organization.
• Other duties as assigned by the President & CEO.

KNOWLEDGE, SKILL, AND ABILITIES REQUIRED

• Bachelor’s degree in Human Resources, Business Administration, or related field required. Master’s degree preferred. HR certification (PHR, SHRM-CP, or equivalent) preferred.
• Minimum of five (5) years of progressive HR experience, including at least two (2) years of supervisory or management experience.
• Strong knowledge of HR best practices, employment law, employee relations, benefits administration, compensation, and HRIS systems.
• Exceptional professionalism, communication, judgment, and interpersonal skills.
• Ability to maintain confidentiality and model high ethical standards.
• Demonstrated ability to work collaboratively with staff at all levels of the organization and foster a supportive, mission-aligned culture.
• Proven leadership, decision-making, problem-solving, organizational, and project-management skills, with excellent attention to detail.
• Ability to establish priorities, manage multiple deadlines, delegate effectively, and hold staff accountable for timely and accurate work.
• Sensitivity to the cultural diversity of clients and employees and the ability to work effectively with diverse racial, ethnic, and economic groups.
• Ability to analyze data, identify trends, and implement improvements.
• Demonstrated ability to adapt effectively to changing priorities, operational needs, and organizational environments.
• Proficiency in Microsoft 365 and HR information systems.
• Bilingual in Spanish a plus but not required for this position.

PHYSICAL DEMANDS AND WORKING CONDITIONS

• The work environment requires the employee to work both indoors and outdoors in varying weather conditions, including heat, humidity, and dry conditions.
• Requires prolonged periods of sitting, standing, walking, bending, reaching, and stooping, with occasional climbing and the ability to lift and carry up to 35 pounds as needed.
• Must be able to walk and stand on uneven surfaces across multiple campuses and program locations.
• Must successfully pass Level 1 and Level 2 background screenings, motor vehicle record (MVR) review, and pre-employment drug and alcohol screening requirements.
• Occasional local and business-related travel required.
• Occasional evening and weekend work may be required.

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