SENIOR MANAGER of PEOPLE AND CULTURE

Who We Are and What We Believe:

Founded in 1997, Bottom Line is a nationally recognized nonprofit organization with a mission to partner with degree-aspiring students from first-generation and low-income backgrounds as they get into college, graduate, and launch meaningful careers. For nearly 30 years, Bottom Line has provided consistent, one-on-one support to help students navigate the challenges of accessing and succeeding in college.

We serve students from 9th grade through career launch through our signature programming in Massachusetts, New York City, Chicago, Ohio, Detroit, and Houston and scaled supports available nationwide. Our vision is to create a far-reaching ripple effect, launched by the transformative power of a college degree and a mobilizing first career, that uplifts individuals, families, and entire communities.

When you join Bottom Line, you will become a part of a team that combines passion with expertise to advance equity and opportunity for degree-aspiring students. In our dynamic, results-driven environment, your contributions will help shape brighter futures and stronger communities.

What You Will Do:

The Senior Manager of People & Culture plays a central role in the department’s day-to-day operations, translating departmental strategy into daily action. They maintain full operational fluency across all People and culture functions, including talent acquisition, payroll administration, employee relations, performance management, compliance, and benefits administration. This highly collaborative role is responsible for ensuring coordinated, efficient, and high-quality service delivery in support of employees, managers, and departmental priorities.

Full-Cycle Talent Acquisition & Management Partnership

• • Strategic Recruiting: In partnership with the Director of P&C and the VP of P&C, lead specific recruitment strategies to attract, source, and select diverse, mission-aligned talent. Turn recruitment from a transactional hiring process into a proactive talent partnership with hiring managers.
  • Systems & Candidate Experience: Function as the primary administrator for the Applicant Tracking System (ATS).

Payroll Administration, HRIS Fiduciary Ownership & Analytics

• • Flawless Payroll Execution: Partner directly with the Finance department to ensure 100% accurate, compliant, and timely payroll processing, payroll inputs, and time-off/leave management systems.
  • HRIS Mastery & Data Integrity: Serve as the primary, day-to-day administrator for the HRIS (ADP). Enforce absolute data integrity for all employee records, structural updates, and job changes to eliminate compliance or tax deduction risks.
  • People Analytics: Generate weekly and monthly people metrics (headcount, turnover, time-to-hire) to give the VP a clear "line of sight" into organizational trends and capacity data.

Benefits Administration & Employee Lifecycle Support

• • Lifecycle Total Rewards: Manage day-to-day employee benefits inquiries, process new hire enrollments, qualifying mid-year life events, reconcile monthly bills and ensure proper reporting.
  • Leave Management: Own the operational coordination of FMLA, short-term disability, and parental leave programs in partnership with Guardian.
  • Open Enrollment Collaboration: Partner closely with the Director of Operations and during the annual Open Enrollment period to execute systems testing and employee communications.

Cross-Functional Generalist Support & Performance Optimization

• • Front-Line Performance Coaching: Provide foundational guidance, tools, and timelines to managers and staff regarding employee relations concerns, goal setting, performance evaluations, and the deployment of Performance Improvement Plans (PIPs).
  • Frictionless Workflow Design: In partnership with other P&C Directors, continuously evaluate daily HR workflows to reduce administrative friction, increase the speed of HR service delivery, and maintain strict ticket hygiene within Jira.
  • Internal P&C Communications: Draft and distribute clear, timely, and culturally aware department updates, ensuring staff are well-informed on benefits, policy shifts, and workplace resources.

Duties, responsibilities and activities may change at any time with or without advanced notice.

Work Schedule:

Monday - Friday 9a – 5p or 10a – 6p (local time), flexibility may be requested; additional hours as needed

Direct Reports:

None.

Expected Travel:

Approximately 1-2 trips per quarter to Bottom Line regions, Bottom Line staff convenings, and/or field events.

Who Should Apply:

If you meet the qualifications below, you should apply.

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Project Management, or a related field required; advanced degree or relevant certification strongly preferred
• 7–10 years of progressive HR experience as a Senior Generalist or HR Business Partner, with documented, hands-on mastery across all core HR functions.
• Advanced, expert-level proficiency in HRIS platforms (ADP preferred) and modern ATS software. Strong comfort leveraging project tracking tools.
• Highly detail-oriented with a proven ability to look at data and see the underlying process loops. Ability to pivot smoothly from highly analytical tax/payroll data to empathetic employee relations coaching.
• Exceptional verbal and written communication skills; ability to build instant credibility, manage up and down, and set firm operational expectations across all levels of the organization.
• Experience with design thinking, process improvement, or employee-centered service design, with the ability to turn administrative workflows into intuitive and supportive experiences
• Strong collaboration skills and the ability to work effectively across People and Culture, Workplace Experience, Finance, and other internal teams to deliver seamless employee experiences
• Exceptional organizational skills, sound judgment, and the ability to manage multiple priorities while maintaining a high standard of detail, follow-through, and service
• A demonstrated commitment to building inclusive, high-performing workplace cultures and advancing Bottom Line’s mission, vision, and core values
• Approaching mastery in Bottom Line's seven core competencies: Relationships, Results, Communication, Inclusiveness, Talent Development, Agility, and Planning