Human Resources Manager

Human Resources ManagerMidcoast Maine Community Action is seeking an experienced, dedicated human resources professional to lead its Human Resources department and support a mission-driven, people-centered workplace.The HR Manager leads the Human Resources department and is responsible for coordinating and overseeing core HR functions, including HR operations, policy administration, compliance, employee relations, recruitment, onboarding, compensation and benefits, payroll coordination, and supervision of the HR/Payroll Assistant. This role partners with senior leadership to support effective workforce practices across the agency.In this role, the Manager develops, implements, and maintains HR programs, systems, policies, and processes for recruitment, orientation and onboarding, compensation and benefits, employee relations, performance management, training and development, employee engagement, safety and wellness, personnel data management, and payroll. The position also ensures compliance with agency standards, grant and contract requirements, licensing standards, and applicable laws and regulations.Reporting to the President/CEO, the HR Manager works closely with senior management to develop and implement HR strategies that support the agency’s mission to strengthen individuals, families, and communities. The role promotes a respectful, positive, inclusive, and mission-driven workplace while ensuring workforce practices align with organizational goals and donor, board, and regulatory expectations.The ideal candidate will be a creative, flexible, and innovative team player, able to champion new ideas, manage change, and execute on action plans.Other responsibilities include:Partners with senior leadership, program directors, supervisors, and staff to implement policies and initiatives that support retention, employee engagement, recognition, development, and fair, people-centered employment practices.Oversees recruitment, hiring, onboarding, and retention strategies, and works with program managers to address staffing challenges, burnout, and turnover.Oversees compensation structures and benefits programs that are equitable, competitive, and financially sustainable within a nonprofit environment.Serves as a resource to managers and employees on employee relations issues, providing guidance and advice on performance management, coaching, employment laws, agency policies, disciplinary processes, conflict resolution, reasonable accommodations, leave administration and other employment-related matters.Promotes fair, consistent, and legally compliant employment practices that strengthen agency culture, support employee effectiveness, and contribute to continuous improvement in service delivery and organizational performance.Facilitates the development and implementation of performance evaluation systems that emphasize accountability, growth, and service quality.Oversees development, implementation, and maintenance of HR policies, procedures, and employee handbooks; ensures policies comply with federal, state, and local employment laws, grant requirements, and applicable licensing standards.Manages HR-related risk, including investigations, grievances, workers’ compensation and unemployment claims, and coordination with legal counsel as needed.Provides HR expertise to Board of Directors as needed, including policy recommendations and workforce metrics.Qualifications:EducationBachelor’s degree in human resources management, organizational psychology, business administration, or a related field, or an equivalent combination of education and relevant experience; master’s degree in human resources preferred.PHR, SPHR, SHRM-SCP or other professional HR certification preferred.Experience:Minimum of 5–7 years of progressive HR experience, including at least 2 years of supervisory experience.Experience in a nonprofit and/or community-based human services environment is strongly preferred.Knowledge and Skills:Strong understanding of HR management principles and best practices across core HR functions, with a demonstrated record of implementing effective HR strategies.Expert understanding of federal, state, and local employment laws and regulations, with the ability to interpret and apply compliance requirements related to employee relations and HR practices.Demonstrates sound judgment, empathy, discretion, and tact in employee interactions, including the ability to respond professionally in difficult situations and facilitate resolution of conflicts and employee concerns.Strong analytical, process improvement, and decision-making skills, with the ability to make timely, sound decisions.Strong organizational, project and time management skills combined with high level of efficiency, accuracy, and attention to detail; able to handle multiple projects simultaneously, prioritize, delegate as appropriate, and meet deadlines.Ability to anticipate, identify, and resolve problems in a timely manner, using sound judgment and reason when dealing with sensitive or emotionally charged topics.Able to build collaborative working relationships, rapport, and influence with people at all levels inside and outside the organization.Exceptional verbal and written communication skills, with the ability to communicate clearly and effectively with people from varied backgrounds and deliver presentations to groups.Strong computer skills, including proficiency with Microsoft Office Suite and other related office management and communication software; experience with or ability to quickly learn and use the organization’s HR and payroll system applications.Must be able to properly handle and maintain confidentiality of HR data.Prior to starting employment, and periodically thereafter, must be able to pass fingerprinted criminal background, child protective services, sex offender registry, and motor vehicle record checks, as required by state and federal childcare licensing regulations, indicating no disqualifying offenses that would prohibit work with children.Must have a valid driver’s license and reliable transportation to travel between agency locations or to client homes; must be insurable under agency’s policy, driving for agency business. #J-18808-Ljbffr Midcoast Maine Community Action