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Empower Hr Jobs (NOW HIRING)

Kohler Co.

Sr. Manager - HR, Kallista

Kohler, WI · On-site

$135K - $211K/yr

Sr. Manager - HR, Kallista Work Mode: Onsite Location: Onsite - Kohler, WI Opportunity Acting as ... We empower each associate to #BecomeMoreAtKohler with a competitive total rewards package to ...

MUFG Bank, Ltd.

HR Technology Analyst

Jersey City, NJ · Hybrid

$79K - $92K/yr

This means investing in talent, technologies, and tools that empower you to own your career. Join MUFG, where being inspired is expected and making a meaningful impact is rewarded. The selected ...

MUFG Bank, Ltd.

HR Technology Analyst

Tempe, AZ · Hybrid

$79K - $92K/yr

This means investing in talent, technologies, and tools that empower you to own your career. Join MUFG, where being inspired is expected and making a meaningful impact is rewarded. The selected ...

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Empower Hr information

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$34K

$65.8K

$98K

How much do empower hr jobs pay per year?

As of Jul 26, 2026, the average yearly pay for empower hr in the United States is $65,839.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,000.00 and $74,000.00 per year, depending on experience, location, and employer.

What are some common challenges faced by HR professionals working with the Empower HR platform, and how can job seekers prepare to address them?

HR professionals using the Empower HR platform often face challenges such as managing complex employee data, ensuring regulatory compliance, and adapting to evolving HR technologies. To address these, job seekers should develop strong analytical skills, stay updated on HR best practices, and be comfortable learning new software features. Additionally, effective communication and collaboration with other departments are crucial, as HR often works cross-functionally to implement policies and resolve issues. Familiarity with the Empower HR interface and proactive problem-solving will help new hires succeed.

What is an Empower HR professional?

An Empower HR professional is someone who specializes in human resources (HR) management using Empower HR, a software platform designed to streamline HR processes such as payroll, benefits administration, performance management, and employee data management. These professionals are responsible for ensuring that organizations make the most out of the Empower HR system, optimizing workflows, and maintaining compliance with employment regulations. Their role often includes training staff, troubleshooting system issues, and collaborating with other departments to support business goals. Empower HR professionals help improve efficiency, accuracy, and employee satisfaction within an organization.

What is the difference between Empower Hr vs HR Coordinator?

AspectEmpower HrHR Coordinator
Required CredentialsHR certifications, relevant degreesHR certifications, relevant degrees
Work EnvironmentHR departments, corporate officesHR departments, corporate offices
Employer & Industry UsageUsed across various industries for HR supportCommonly employed in HR departments for administrative tasks
Comparison Search IntentLooking for HR support or servicesSearching for HR administrative roles

Empower Hr typically refers to HR support services or platforms that assist organizations with HR functions, while an HR Coordinator is a specific role within a company's HR department responsible for administrative HR tasks. Both require similar credentials and are used across industries, but Empower Hr focuses on providing external HR solutions, whereas HR Coordinators are internal staff members handling daily HR operations.

What are the key skills and qualifications needed to thrive as an Empower HR professional, and why are they important?

To thrive as an Empower HR professional, you need a solid background in human resources principles, employment law, and workforce management, often supported by a relevant degree or HR certification. Familiarity with Empower HRIS software, payroll systems, and data reporting tools is typically required. Strong interpersonal skills, problem-solving abilities, and effective communication help build trust and resolve employee issues efficiently. These competencies are essential for ensuring compliance, supporting organizational goals, and fostering a positive workplace environment.
More about Empower Hr jobs
What states have the most Empower Hr jobs? States with the most job openings for Empower Hr jobs include:
What job categories do people searching Empower Hr jobs look for? The top searched job categories for Empower Hr jobs are:
Empower Hr jobs near you
Infographic showing various Empower Hr job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 19% Part Time, and 2% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $65,839 per year, or $31.7 per hour.

Program Manager, Empower & Protect

New Left Accelerator and The Capacity Shop

Remote

$75K - $86K/yr

Full-time

Medical, Dental, Vision, Life, PTO

Posted 13 days ago

Job description

About
New Left Accelerator (NLA) and its 501(c)(3) affiliate, The Capacity Shop (TCS), lead operational capacity building programs that empower social justice organizations and movements to execute bold work safely. We bridge the gap between ambitious strategy and operational excellence, scaling structures and impact without sacrificing legal compliance or integrity. To achieve systemic change, organizations must be able to utilize every tool in their toolbox effectively-including multi-entity structures.
Through deep collaboration with field experts, we build the financial and compliance training systems that allow movement organizations to manage risk and remain resilient. Our work is rooted in a commitment to:
  • Power Building For Systemic Change: Equipping organizations to build power to dismantle oppressive structures.
  • Operational Power: Building the "operational" capacity to execute bold work and to strategically manage risk.
  • A Multi-Entity Lens: Optimizing the diverse legal structures necessary to win critical battles.
  • Transformative Partnerships: Prioritizing those working the intersections of race, gender, and class.

At NLA, our work is guided by a Theory of Change and Core Values that center equity and deep collaboration. We don't just provide services, we accompany organizations and movements to build sustainable and resilient ecosystems prepared to win the most ambitious fights of our time.
The Empower & Protect (E&P) program supports state-based power-building ecosystems through technical assistance, training, and capacity building focused on operations, HR, finance, risk management, and compliance. E&P is grounded in deep partnership with state leaders and tailored implementation approaches that reflect the unique needs of each organization and ecosystem. The program is currently expanding into several priority states, including Arizona, Florida, Georgia, Minnesota, Tennessee, and Texas.
The Program Manager role is a full-time position reporting to the Senior Director of the Empower and Protect Program, and is responsible for driving implementation of the program across several key states. This role serves as the primary point of contact for program participants while ensuring strong coordination, progress toward shared goals, and alignment with program strategy. The Program Manager translates strategy into action by managing timelines, supporting implementation, navigating evolving stakeholder needs, and strengthening systems and feedback loops that support long-term program learning and impact.
Responsibilities
Program Implementation and Management (Tier 1 and Tier 2)
  • Lead Tier 1 program implementation from onboarding through close-out
  • Serve as the primary point of contact for Tier 1 and Tier 2 participants, ensuring clear communication, strong relationships and consistent support
  • Develop and execute implementation plans that reflect the mutual agreements between NLA and participating partners
  • Track participant progress across phases of work (onboarding, assessment, execution, and close out) and identify next steps to advance them towards their goals
  • Identify trends, risks, and escalation needs and proactively elevate them to Senior Director E&P
  • Lead Tier 2 recruitment, onboarding, and retention of program participants in coordination with program leadership
  • Coordinate with state legal teams and E&P trainers to ensure alignment and smooth delivery of program components
  • Support state leads to successfully run field trainings and support implementation logistics
  • Embed NLA values into all aspects of project management, implementation, and partners engagement.

Coaching & Capacity Building Support
  • Oversee coaches supporting Tier 2 participants
  • Lead regular monthly check-ins with coaches and Subject Matter Leads (SMLs)
  • Facilitate coach learning spaces to share challenges, wins, and lessons learned.
  • Balance NLA Priorities, coach perspectives, and participant needs, prioritizing a leader-centric and relationship-based approach.

Stakeholder Engagement
  • Coordinate and support internal and external stakeholders working toward shared benchmarks and outcomes
  • Drive stakeholder engagement through regular check-ins, follow-up communications, scheduling support and training
  • Mitigate challenges as they arise to ensure deliverables are met on time and with quality
  • Foster clear communication and alignment across partners, coaches, legal teams, trainers and internal staff.

Process Documentation & Systems
  • Create and maintain standardized templates and tools for onboarding, assessments, meeting agendas and implementation tracking
  • Develop and manage project plans with clear benchmarks, timelines and key results
  • Maintain up-to-date progress, metrics, and documentation in project management systems (e.g. Asana, Airtable)
  • Identify risks and issues early and implement solutions to keep work on track
  • Identify, implement and improve systems and tools (e.g. Google Suite, Asana,) to enhance efficiency and user experience
  • Ensure strong data hygiene, including accurate contact lists, participation records and engagement tracking

Learning, Evaluation and Continuous Improvement
  • Ensure ongoing implementation of evaluation tool for all E&P training sessions
  • Gather input from participating organizations through debriefs, check-ins, and reflection spaces to inform program improvements
  • Elevate statewide insights, patterns and lessons learned to the Sr E&P Director to inform strategy and adaptation
  • Collaboratively test and adapt long-term processes, making incremental improvements in real time

Skills and Qualifications
  • Strong alignment with NLA's vision and organizational values
  • At least 5 years of relevant experience in program management for movement-building organizations
  • Experience with multi-entity and/or state-based movement organizations, including 501(c)(3)s, 501(c)(4)s, political campaigns, and/or PACs
  • Excellent and demonstrable project management skills that includes:
    • Knowledge of multiple project management methodologies and how to apply them into improving program processes
    • Strong organizational skills and the ability to manage time, priorities, and resources effectively across multiple projects at various stages
    • Experience designing and maintaining processes and systems using collaborative tools such as Asana, Airtable and Google Suite
  • Strong relationship building skills and ability to manage diverse stakeholders in a fast paced, values-driven and team-oriented environment
  • Flexibility and adaptability - ability to engage in independent and creative problem-solving in a growing organization
  • Proactive problem solving skillsincluding the ability to anticipate challenges, flag risks early, and maintain big-picture progress
  • Excellent interpersonal and written communication skills, including experience leading and facilitating project meetings
  • Ability and willingness to work in and contribute to development of an emergent environment of a growing start-up nonprofit where systems and processes are regularly evolving to meet the political moment.
  • Commitment to continuous learning, curiosity and growth, including seeking feedback, asking questions, and applying new learning in practice

Compensation, Benefits, and Position Details
Title: Program Manager, Empower & Protect
Reports to: Senior E&P Director
Hours: Full Time
Location: Remote, U.S.-based (applicants must reside and be able to legally work in the United States); Some domestic travel required (3-5 times per year)
Compensation: $75,000-$86,000
Benefits: NLA offers a competitive benefits package available to all full-time employees, including:
  • Medical, Dental, Vision, Life, Short-term Disability, and Health FSA
  • Flexible paid time off, including vacation and sick time, 11 paid holidays, 1-week summer break, and 1-week winter break
  • Professional development stipend
  • Working from home stipend
  • Retirement plan with up to 4% matching

Equal Opportunity Employer
New Left Accelerator and The Capacity Shop provide equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
The pay range for this role is:
75,000 - 86,000 USD per year (Remote)

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