Human Resources Coach Jobs (NOW HIRING)

Growing nonprofit in downtown Boston seeks a Human Resources Manager to support a wide range of human resources functions across the employee lifecycle. This organization serves the mental wellness space and has an incredible mission.

Company: This organization provides prevention, intervention, and postvention services that make our communities healthier and happier, and reduces the stigma associated with suicide and mental health concerns. They provide a working environment that celebrates the positive lifesaving work that occurs there each and every day. Supportive culture and team, with great flexibility.

Hours/Schedule: Full-time, 40 hour week

Benefits: Competitive benefits including health/dental/vision and 401 K. Additional benefits include employee assistance programs, wellness programs, commuter benefits, and life insurance.

Job Type: Direct

Rate: $85,000-$100,000 annually, set based on experience and skill set

Job Description: The Human Resources Manager will support and elevate human resources and people operations across the employee lifecycle. This individual contributor role is ideal for an HR professional who brings sound judgment, strong ownership of core HR functions, and a passion for continuous improvement and positive workplace culture. Seeking an experienced, proactive, and collaborative team player.

The HR Manager will act as a trusted advisor to leadership and employees, independently managing key areas including employee relations, performance management, talent acquisition, HR compliance, and process improvement. The role will report directly to, and work closely with the Chief Administration Officer (CAO), and work with the Senior Director of Administration (SDA) to ensure compliant, equitable, and engaging employee experiences for a hybrid team of 30 and a remote team of 50.

Responsibilities:

Employee Experience & Engagement

• Serve as the primary HR resource and trusted advisor for employee relations matters, applying sound judgment, confidentiality, and ethical practice when addressing performance concerns, conduct issues, and workplace conflicts
• Lead and administer performance management processes, including coaching managers through performance discussions, drafting and implementing corrective actions and Performance Improvement Plans (PIPs), monitoring outcomes, and ensuring consistent application of standards
• Serves as a coach and thought partner to managers and leaders, guiding them through employee performance, conduct, and development matters with an emphasis on building capability, confidence, and sound judgment rather than prescribing one-off solutions
• Conduct internal workplace investigations as appropriate, maintaining accurate documentation, identifying risk, and partnering with leadership on timely and compliant resolutions
• Own the full employee offboarding lifecycle, including exit interviews, analysis of engagement and retention trends, compliance documentation, and coordination of final pay and benefits
• Partner with the CAO to support performance management cycles and employee development initiatives, providing consultation and data-informed recommendations

Talent Acquisition & Onboarding

• Manage full-cycle recruitment activities, including job postings, candidate sourcing, screening, interview coordination, reference and background checks, and Applicant Tracking System (ATS) administration
• Partner with hiring managers as a consultative advisor to define job requirements, develop structured selection criteria, and implement equitable and legally compliant hiring practices
• Lead onboarding processes to ensure regulatory compliance, operational readiness, and a consistent, welcoming employee experience that supports early engagement and retention
• Evaluate recruiting and onboarding processes to identify opportunities for improvement and enhanced candidate experience
• Maintain accurate, compliant, and audit-ready recruitment and onboarding records within HRIS and ATS systems

HR Operations & Compliance

• Maintain, audit, and manage employee records in accordance with federal, state, and local employment laws and organizational requirements
• Serve as a subject-matter resource for employees and managers regarding HR policies, procedures, and employment practices
• Partner with the SDA to manage leave of absence programs, workplace accommodations, and required compliance reporting, identifying and mitigating potential risk
• Support consistent application of HR policies and ensure alignment with organizational values and regulatory standards

Policy & Process Improvement

• Collaborate with the CAO and SDA to review, develop, and implement HR policies and procedures that ensure compliance, organizational alignment, and operational effectiveness
• Analyze HR processes and operational data to identify inefficiencies and implement improvements that enhance service delivery and employee experience
• Stay informed on changes in employment law, HR compliance standards, and people operations best practices, translating emerging trends into actionable guidance for leadership

Payroll and Benefits

• Provide backup support for biweekly payroll processing, including review of timekeeping data, verification of employee information, and resolution of routine discrepancies
• Serve as a benefits resource by addressing routine employee inquiries
• Partner with the SDA to support annual open enrollment and benefits education initiatives, ensuring accuracy, compliance, and effective employee communication

Qualifications:

• 5 -8 years of HR experience, with demonstrated ownership of key HR functions and people operations
• Demonstrates knowledge of HR operations and best practices across key HR functions
• Proficient in managing employee relations issues, leading investigations, and providing timely resolutions
• Demonstrates full cycle recruitment experience, including sourcing, screening, interviewing, and coordinating onboarding activities for a variety of roles across the organization
• Knowledge of muti-state employment laws, and has the initiative to seek guidance and support as appropriate,
• Proficiency with Human Resources Information Systems (HRIS) and productivity tools (e.g., Microsoft Office)
• Familiarity with Applicant Tracking Systems (ATS)
• Ability to handle sensitive and confidential information with care and discretion
• Comfortable working in a collaborative, mission-driven environment
• Bachelor’s degree in Human Resources, Business Administration, or a related field
• HR certification (PHR or SHRM) strongly preferred
• Experience working in a nonprofit, mission-driven, or multi-state organization, preferred
• Exercises excellent judgment and decision-making skills
• Demonstrates agility and flexibility in shifting priorities and focus in response to evolving organizational needs
• Strong interpersonal skills, emotional intelligence, and demonstrates accountability

FlexProfessionals respects and seeks to empower each individual and support the diverse cultures, perspectives, skills, and experiences of its candidate network. FlexProfessionals does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status, or any other basis covered by appropriate law. The candidates whose resumes are shared with our business clients are selected on the basis of qualifications, merit, and business needs.