Job Description

Benefits:

• Voluntary Insurance Plans (Life/AD&D)
• PSLF Qualified Employer
• 403(b)
• Dental insurance
• Health insurance
• Paid time off

Human Resource Manager

PURPOSE OF POSITION

The Manager of Human Resources (HR) is responsible for overseeing all HR functions, ensuring compliance with labor laws and regulations, and fostering a positive work culture that aligns with the organizations mission and values. This role includes managing recruitment, training, employee relations, enhancing professional development, benefits administration, performance management, and HR policy development. The HR Manager will work closely with leadership to enhance workforce engagement, development, and organizational effectiveness.

RESPONSIBILITIES The major responsibilities of this position include, but are not limited to:

1. HR Strategy & Compliance
   • Develop and implement HR policies, procedures, and best practices to ensure compliance with federal, state, and local labor laws.
   • Ensure compliance with employment regulations, including FLSA, FMLA, ADA, EEO, OSHA, and other applicable laws.
   • Maintain and update the Employee Handbook and organizational policies.
   • Serve as the main point of contact for HR-related audits and legal matters.
   • Develop and implement HR strategies that support organization goals and promote a positive and inclusive culture.
2. Talent Acquisition & Recruitment
   • Oversee full-cycle recruitment, including job postings, interviewing, selection, and onboarding.
   • Develop and implement strategies to attract and retain top talent.
   • Collaborate with hiring managers to create job descriptions, interview processes, and selection criteria.
   • Manage advertisement of open positions, the application process, background checks, employment reference checks, letter of offer correspondence, and initial orientation of new hires to the organization.
   • Partner with hiring managers to ensure the organization hires skilled and culturally aligned employees.
   • Ensure new hires receive comprehensive orientation and onboarding experiences.
3. Employee Relations & Engagement
   • Serve as the primary contact for employee concerns, grievances, and conflict resolution.
   • Foster a positive workplace culture by promoting a culture of respect and equity.
   • Address employee relations issues, ensuring fair and consistent resolution.
   • Conduct exit interviews and analyze trends to improve employee retention.
   • Mediate conflicts and handle sensitive personnel matters with discretion and professionalism.
4. Performance Management & Professional Development
   • Develop and implement a robust performance management system.
   • Partner with leadership to create and implement training and development programs.
   • Support managers in providing feedback, coaching, and performance improvement plans.
   • Promote leadership development and succession planning initiatives.
5. Training and Development
   • Identify training needs and oversee professional development initiatives.
   • Implement development programs and succession plans to build internal capacity.
6. Compensation & Benefits Administration
   • Manage and administer employee benefits programs, including health insurance, dental, retirement plans, short-term and long-term disability, workers compensation, leave policies, and wellness initiatives.
   • Conduct market research to ensure competitive compensation structures.
   • Manage relationships with vendors and work with them to optimize benefits offerings while managing costs.
   • Oversee payroll processing in collaboration with finance and ensure accuracy.
7. Payroll
   • Maintain and review all documents necessary for payroll processing (including but not limited to W4s, timesheets, direct deposits, consultant W9s, invoices, and 1099s).
   • Process bi-weekly payroll. Ensure accuracy of pay rates, deductions, and withdrawals; reconcile payroll accounts, calculate, and notify vendors of amounts contributed to 403b accounts.
   • Ensure that all timesheets, field forms, time and effort reports, PTO requests and consultant invoices are reviewed, approved, and signed by the appropriate individuals.
   • Prepare payroll reports for pre and final approval.
   • Liaison between employees, directors, and managers regarding major payroll changes.
   • Distribute W2s, 1099s, etc.
8. HR Operations
   • Maintain HRIS (Human Resources Information System) and ensure accurate record-keeping.
   • Generate and monitor HR reports on key metrics such as turnover, hiring trends, and employee engagement to inform decision-making and report to leadership.
   • Represent the agency in employment matters which may include agency changes, audits, unemployment hearings, and legal matters.
   • Ensure proper documentation of personnel records and confidentiality compliance.

QUALIFICATIONS

Education & Experience

• Bachelors degree in Human Resources, Business Administration, or related field (Masters degree preferred).
• Minimum of 4 years of HR experience, with at least 2 years in management.
• HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
• Experience working in nonprofit or healthcare settings is a plus.
• Excellent verbal and written communication skills.
• Strong attention to detail and accuracy required.
• Organizational and project management skills; detail-oriented and highly efficient.
• Sound business judgment and well-developed planning and analytical skills.
• Possess a high level of initiative and willingness and ability to respond to requests with urgency and enthusiasm.
• Maintain strict confidentiality of sensitive employee and company information.
• Must have experience and facility with Excel, Word, PowerPoint, and ADP.
• Excellent interpersonal skills.
• Strong knowledge of HR laws, regulations, and best practices.
• Excellent interpersonal, conflict resolution, and negotiation skills.
• Ability to handle sensitive employee matters with discretion and professionalism.

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