Human Resources Manager

Job Description

Job Description

SREB is looking for a Human Resources Manager who makes HR feel human — organized, responsive, and fair— someone who helps find the right candidates, gets open enrollment out the door on time, coaches a manager through a tough conversation, and answers employee questions. If you want a broad, hands-on HR role where your judgment is trusted and your work shapes how people experience a respected, mission-driven organization, this one is built for you.

About SREB

The Southern Regional Education Board is a nonpartisan, interstate compact that helps its member states improve education from early childhood through doctoral education and into the workforce. SREB does this through reliable data, practical support for implementation, and cross-state collaboration — producing research, state comparisons, data services, educator professional development and publications that policymakers and practitioners use every day.

About the Role

The HR Manager is a key operational and consultative member of SREB's HR team, reporting to the Director of Human Resources. You'll manage the day-to-day operations of SREB's core HR programs — recruiting, onboarding, benefits, performance management, leave, and compliance — and serve as the primary HR point of contact for staff and managers. You'll exercise independent judgment on routine to moderately complex matters, partner closely with the HR Director on sensitive or escalated issues and help carry out SREB's HR strategy.

This position has a hybrid schedule that currently requires working in our mid-town Atlanta office every Monday and Tuesday and remotely Wednesday, Thursday and Friday. When working remotely, you must be available and free from distractions for the same working hours as in-office days. You may be required to report to the office other days as needed for business purposes, however, this is infrequent for this role. Occasional overnight travel may be required.

What You'll Do

• Manage the end-to-end recruiting process for staff positions — posting, sourcing, screening, interview coordination, and hiring — and partner with hiring managers to define role requirements and support selection decisions.
• Improve applicant tracking processes and the candidate experience.
• Lead a structured, and welcoming onboarding experience for new hires, and coordinate offboarding and exit processes.
• Take ownership of SREB's employee benefits administration including open enrollment planning, employee communications, vendor coordination, and resolving escalated questions.
• Coach managers on routine employee relations matters, including documentation, performance concerns, and team dynamics, and assist with investigations and corrective action under the direction of the HR Director.
• Oversee the performance feedback and annual review processes, support managers in completing evaluations, and surface trends for HR Director review.
• Administer leave programs (FMLA, state leave, and ADA accommodations) from intake through return to work and educate and respond to employee inquiries about leave eligibility and leave benefits.
• Monitor federal, state, and local employment law changes, coordinate compliance updates, and maintain required employment records and regulatory reports.
• Audit HRIS data for accuracy, lead data process improvements, and prepare HR metrics and trend reports.
• Coordinate learning and development programs and support culture and engagement initiatives.
• Lead HR projects and process improvement initiatives, managing timelines, deliverables, and cross-functional workstreams.

What You Bring

Required:

• Bachelor's degree in human resources, business administration, or a related field, plus five years progressive human resources operations experience, one year experience supervising or leading others— or an equivalent combination of education, training, and experience.
• Deep understanding of federal employment laws and knowledgeable about varying state and local law and HR compliance requirements.
• Solid grounding in recruitment and selection, benefits administration, and leave administration practices and regulations.
• Experience with HR information systems, applicant tracking systems, and learning management systems.
• Skill in employee relations coaching and performance improvement, with the tact and discretion to handle sensitive matters.
• A track record of spotting process improvement opportunities and seeing them through.
• Strong organization and follow-through: setting priorities, meeting critical deadlines, and keeping accurate records.
• Clear writing and communication skills, including the ability to explain policies and procedures and to work well with people from varied backgrounds.

Helpful, but not required:

• Curiosity about technology and process improvement
• Two or more years’ experience supervising or managing others preferred
• Experience with a combination of nonprofit, corporate, government or education sectors

What We Offer

• Starting salary for this position begins at $82,000.
• Continuous improvement mindset. Every day is an opportunity to grow. Employees are set up to succeed in a workplace that supports continuous learning and development as part of a lifelong journey of achievement.
• Mission and social impact that reaches across the nation. SREB focuses on helping states improve education from early childhood through postsecondary and the workforce. Together, we're shaping stronger futures for students and economies across the South, and the nation.
• Medical, dental and vision.
• Life and short-term disability insurance.
• Flexible spending and health savings account options (FSA/HSA).
• Health reimbursement account (HRA).
• Additional voluntary insurance options: life, long-term disability, accident, critical illness.
• Very generous leave programs.
• Outstanding 403(b) retirement plan.

Why This Role

• Broad ownership across the HR lifecycle — recruiting, benefits, employee relations, compliance, and HR data.
• A consultative seat alongside the HR Director, with room to shape programs and lead process improvements.
• Direct impact on the employee experience at an organization whose work reaches students and states across the South.
• A stable, respected, mission-driven organization with a long track record in Southern education.

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