Human Resources Operations Manager Jobs in Ohio (NOW HIRING)

HUMAN RESOURCES MANAGER  POSITION DESCRIPTION

OVERVIEW

The Human Resources Manager leads the day-to-day delivery of CSB's core human resources operations. Reporting to the Chief Finance Officer and supervising the HR Coordinator, this role ensures employees and leaders receive consistent, responsive, and compliant HR support across the employee lifecycle.

The role oversees employee relations, payroll and benefits administration, recruiting and onboarding, HR records and systems, performance management administration, the annual employee survey, and employment compliance. The position focuses on effective HR operations and execution rather than enterprise or system-wide workforce strategy.

Like all CSB employees, the individual in this role fosters an atmosphere of dignity and respect and adheres to CSB's Code of Conduct. They ensure fair treatment of all individuals, regardless of race, religion, color, national origin, ethnicity, ancestry, sex, sexual orientation, gender identity or expression, age, disability, veteran status, familial status, or socio-economic background.

MINIMUM QUALIFICATIONS

• Demonstrated alignment with CSB mission and values.

• Bachelor's degree in human resources, business administration, organizational leadership, public administration, or a related field; equivalent relevant experience may be considered.

• At least 5 years of progressive human resources generalist experience, including hands-on responsibility for employee relations, payroll, benefits, recruiting, and HR compliance.

• At least 2 years of experience leading HR work, supervising staff, or coordinating the work of others.

• Demonstrated experience interpreting and consistently applying HR policies and employment requirements to workplace situations.

• Experience administering HRIS and payroll systems and maintaining accurate, confidential employee records.

• Strong facilitation, written communication, and interpersonal skills; SHRM-CP, PHR, or comparable HR certification preferred.

WHY JOIN US?

Join CSB as the operational lead for human resources and help ensure the organization has reliable, equitable, and well-managed people practices. The Human Resources Manager works closely with employees, leaders, Finance, and external partners to keep essential HR services accurate, responsive, and aligned with CSB's mission.

At CSB, you will work alongside committed colleagues and community partners to advance shared purpose, professional excellence, and measurable progress toward ending homelessness. We offer:

• A dynamic and purpose-centered work environment

• Competitive compensation

• Comprehensive benefits including medical, dental, vision, life, and disability insurance

• A 401(k) plan with employer contributions

• Pre-tax savings options

• Generous paid leave

• A culture of shared purpose and professional excellence

KEY RESPONSIBILITIES

1. Employee Relations and Leader Support

• Serves as the primary HR resource for employees and leaders regarding workplace concerns, policy interpretation, performance issues, and day-to-day employee relations matters.

• Conducts or coordinates fact-finding and workplace investigations; documents findings and recommends appropriate next steps in consultation with leadership and legal counsel when needed.

• Guides leaders through corrective action, performance improvement, conflict resolution, leave matters, and workplace accommodations while promoting consistent treatment and documentation.

• Identifies employee relations trends and recurring issues and recommends practical process or policy improvements.

2. HR Operations and Team Leadership

• Supervises the HR Coordinator, sets priorities, provides coaching and feedback, and reviews work for accuracy, timeliness, and service quality.

• Establishes and maintains HR operating calendars, checklists, controls, and backup procedures so recurring work is completed reliably and on schedule.

• Coordinates HR vendors and service partners and resolves operational issues that affect employees, payroll, benefits, or HR systems.

• Protects confidential employee information and ensures appropriate access to HR records and systems.

3. Payroll, Benefits, and Retirement Administration

• Oversees bi-weekly payroll processing completed by the Business Operations Specialist, validates payroll changes and exceptions, and ensures accurate and timely payroll delivery.

• Partners with Finance on payroll funding, reporting, reconciliations, tax-related activity, garnishments, withholdings, and other payroll requirements.

• Oversees employee benefit administration, including enrollment, qualifying life-event changes, annual re-enrollment, disability administration, carrier updates, and employee questions.

• Oversees 401(k) administration, including required uploads, quarterly and annual reporting, employer contributions, staff updates, and related reconciliation activities.

• Reviews benefit and payroll invoices, reconciliations, PTO balances, and other recurring controls; resolves discrepancies promptly.

4. Talent Acquisition and Employee Lifecycle

• Manages the recruiting process in partnership with hiring leaders, including position postings, candidate workflow, interview coordination, selection documentation, reference checks, and offer administration.

• Ensures consistent, timely onboarding and offboarding, including required forms, HRIS updates, benefit changes, records, orientation activities, and coordination with internal departments.

• Maintains current job descriptions and supports leaders in clarifying role requirements and updating descriptions when responsibilities change.

• Monitors recruiting activity and employee turnover and provides practical data to leaders to support hiring and retention decisions.

5. Employee Experience, Survey, and Performance Process

• Administers the annual employee survey, coordinates communications and participation, safeguards confidentiality, summarizes results, and supports leaders in tracking agreed-upon follow-up actions.

• Partners with Business Operations Specialist, THE Committee, and C3 Committee to coordinate employee engagement activities (Staff Connect, Town Halls, What We Do, Rising Leaders Program, and Annual Celebrations), required training, and development logistics based on organizational priorities.

• Administers the performance management calendar and process, monitors completion, provides process guidance, and maintains related records and documentation.

• Responds to employee questions and ensures HR communications are timely, clear, and consistent.

6. HR Compliance, Policy, and Records

• Maintains compliant, current HR policies, procedures, forms, and employee records and coordinates updates when employment requirements or organizational practices change.

• Prepares or oversees required employment and workforce filings and maintains supporting documentation for audits, reporting, and compliance reviews.

• Coordinates annual Code of Conduct and Conflict of Interest updates and other recurring employee acknowledgments.

• Maintains accurate onboarding, offboarding, leave, benefits, performance, and employee relations documentation in accordance with organizational recordkeeping practices.

• Monitors employment law and regulatory changes, communicates operational implications, and coordinates with external advisors when specialized guidance is required.

7. HR Systems, Reporting, and Continuous Improvement

• Maintains HRIS and payroll system data integrity, access controls, workflows, and recurring employee updates.

• Produces regular HR reports and workforce metrics, including headcount, turnover, recruiting activity, payroll or benefit trends, performance-cycle completion, and employee survey results.

• Uses HR data and employee feedback to identify operational gaps, reduce errors, improve service, and streamline recurring HR processes.

• Maintains current employee resources, benefit materials, HR documents, and shared files so employees and leaders can readily access accurate information.

KEY COMPETENCIES

• Employee Relations Judgment: Applies policy, facts, and sound judgment to sensitive workplace situations; distinguishes routine issues from matters requiring escalation or specialized counsel.

• Operational Discipline: Builds reliable routines, controls, and follow-through for payroll, benefits, recruiting, records, and other recurring HR work.

• Confidentiality and Integrity: Handles employee information and workplace concerns with discretion, professionalism, and consistent ethical standards.

• People Leadership: Sets clear expectations, delegates appropriately, coaches performance, and creates accountability for accurate and timely HR service delivery.

• Communication: Communicates clearly and respectfully with employees and leaders and explains policies, processes, and decisions in practical terms.

• Problem-Solving: Identifies root causes, resolves discrepancies, and develops workable solutions to HR operational and employee concerns.

• Collaboration: Works effectively with leaders, employees, Finance, vendors, and external advisors to coordinate HR services and resolve issues.

• Service Orientation: Provides responsive, professional support while maintaining appropriate boundaries, consistency, and compliance.

• Adaptability: Adjusts priorities as employee needs, deadlines, and organizational demands shift while keeping critical HR work on track.

SKILLS, KNOWLEDGE, AND ABILITIES

• HR Generalist Expertise: Strong working knowledge of employee relations, recruiting, onboarding and offboarding, payroll, benefits administration, performance management administration, and HR compliance.

• Employment Practices: Ability to interpret HR policies and employment requirements and apply them consistently to practical workplace situations.

• Payroll and Benefits Administration: Working knowledge of payroll controls, deductions, tax and reporting processes, benefits enrollment and reconciliation, and retirement plan administration.

• HR Systems and Data: Proficiency with HRIS and payroll systems and the ability to maintain data integrity, produce reports, and identify discrepancies.

• Investigations and Documentation: Ability to conduct fair, organized fact-finding and maintain clear, objective, and confidential documentation.

• Facilitation and Communication: Ability to lead conversations, explain HR processes, present survey or workforce information, and communicate effectively across organizational levels.

• Organization and Prioritization: Ability to manage multiple recurring cycles, deadlines, employee issues, and hiring activities without sacrificing accuracy or responsiveness.

• Microsoft Office: Intermediate to advanced capability in Word, PowerPoint, and Excel for HR documentation, reporting, presentations, and analysis.

WORKING CONDITIONS

• Operates in a fast-paced office environment with recurring deadlines, competing priorities, and sensitive employee matters.

• Manages confidential information and employee relations issues that require discretion, emotional steadiness, and sound judgment.

• Requires sustained attention to detail when reviewing payroll, benefits, employee records, compliance documentation, and HR system data.

• Frequently coordinates work across employees, leaders, Finance, vendors, and external advisors and must shift priorities when urgent HR needs arise.

• Uses analytical thinking and problem-solving to resolve discrepancies, interpret information, and determine practical next steps.

• Regularly uses a computer and standard office equipment and occasionally moves throughout the office to attend meetings, support employees, or access records and resources.