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Non Union Remote Ergonomics Jobs (NOW HIRING)

Fox

Manager, Union Payroll - East Coast

New York, NY · On-site +1

... union and non-union freelance employees across multiple divisions, multiple unions, multiple ... a remote workforce) in a complex and rapidly changing multi-state, multi-entity organization

Mosaic Consulting Group

Sales Director - HCM (Remote)

$125K - $150K/yr

Union and non-union labor environments * Compliance, regulatory requirements, and multi-state ... Comfortable working fully remote with travel as required for client and partner engagement. Nice to ...

EMPIRE OFFICE INC

Sales Coordinator

Albany, NY · On-site +1

$50K - $65K/yr

This remote position is key to helping us uphold our promise of "Delivering Perfect" and exceeding ... Creating Operations requests (advise union/non-union; standard time or overtime). * Assisting in ...

EMPIRE OFFICE INC

Sales Coordinator

Albany, NY · Remote

$18.50 - $25.50/hr

This remote position is key to helping us uphold our promise of "Delivering Perfect" and exceeding ... Creating Operations requests (advise union/non-union; standard time or overtime). * Assisting in ...

GreenSlate LLC

Paymaster

Burbank, CA · On-site +1

$64K - $72K/yr

Manage and support assigned non-union and union payroll clients, especially VIP projects and ... Remote Flexibility: Enjoy working remotely with all the tools and support needed to stay connected ...

GreenSlate

Paymaster

Burbank, CA · Remote

Manage and support assigned non-union and union payroll clients, especially VIP projects and ... Remote Flexibility: Enjoy working remotely with all the tools and support needed to stay connected ...

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How much do non union remote ergonomics jobs pay per hour?

As of Aug 26, 2026, the average hourly pay for non union remote ergonomics in the United States is $13.90, according to ZipRecruiter salary data. Most workers in this role earn between $12.02 and $15.38 per hour, depending on experience, location, and employer.

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Non Union Remote Ergonomics jobs near you
Infographic showing various Non Union Remote Ergonomics job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, 3% Contract, and 1% Nights. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $28,914 per year, or $13.9 per hour.

Manager, Culture and Engagement: The Trevor Project

Nonprofit HR

Remote

$85K - $100K/yr

Full-time

Re-posted 8 days ago

Job description

About Trevor:
The Trevor Project is the leading suicide prevention and crisis intervention organization for LGBTQ+ young people. Trevor offers 24/7 crisis services, connecting highly trained counselors with LGBTQ+ young people whenever they need support. To drive prevention efforts, The Trevor Project also operates robust research, advocacy, education, and peer support programs. We've been saving lives every day for over 25 years.
Every day, and in every role, our staff contribute to our critical mission of ending suicide among lesbian, gay, bisexual, transgender, queer & questioning young people by embodying our values:
  • Heart-We care deeply and commit to do what matters
  • Integrity-We build trust through our words and actions
  • Community-Together, we are an unstoppable force for good
  • Belonging-We serve as allies to the mission, and to each other
  • Progress-We continually move onward and upward

Title: Culture & Engagement Manager
Reports to: Director, Talent & Inclusion
Location: This role will be remote in the continental US, Alaska, or Hawaii but must be able to operate within continental US time zones
FLSA Status: Exempt
Hours: Full-time
Union Status: Non-Union
Salary Range: $85,000 - $100,000
Summary:
The Culture & Engagement Manager plays a key role in strengthening employee engagement, belonging, and organizational culture across The Trevor Project. Reporting to the Director, Talent & Inclusion, this individual will lead and execute initiatives that foster connection, collaboration, trust, and inclusive employee experiences across a fully remote mission-driven workforce that includes union represented and non-union employees working across varying schedules and within a 24/7 crisis services environment.
This role is highly collaborative and execution oriented, requiring a thoughtful relationship builder who can manage programs, facilitate employee engagement initiatives, coordinate culture-building experiences, and help create meaningful opportunities for employees to connect across teams, functions, schedules, and locations.
The Culture & Engagement Manager will partner closely with the broader People team, organizational leaders, affinity groups, and cross-functional stakeholders to help strengthen Trevor's employee experience and support a culture grounded in belonging, trust, inclusion, and community.
The ideal candidate brings experience supporting remote employee engagement initiatives, affinity groups or ERGs, culture programming, employee listening strategies, and inclusive workplace initiatives within complex or mission-driven organizations.
Roles and Responsibilities:
Culture & Employee Engagement
  • Lead and execute employee engagement and culture-building initiatives that strengthen connection, belonging, trust, and collaboration across a fully remote workforce distributed across the U.S., including employees working within The Trevor Project's 24/7 crisis services operation,
  • Support the development and implementation of culture initiatives aligned with Trevor's mission, values, and employee experience goals
  • Design and coordinate inclusive employee programming, engagement opportunities, and community-building experiences across varying schedules, time zones, operational environments, and employee populations, including union-represented employees, and employees working evenings, weekends, overnight shifts, and other non-traditional schedules.
  • Help foster a culture of trust through thoughtful communication, responsiveness, relationship-building, and employee engagement practices
  • Coordinate employee recognition initiatives, celebrations, culture moments, and organizational engagement activities throughout the employee lifecycle
  • Support the development of scalable employee experience practices that strengthen retention, connection, and organizational culture
Affinity Groups, Inclusion & Belonging
  • Partner closely with affinity groups and employee communities to strengthen engagement, participation, sustainability, and organizational support
  • Help facilitate opportunities for employees to build meaningful connection and community across identities, lived experiences, and organizational teams
  • Support initiatives that strengthen belonging, inclusive leadership practices, and equitable employee experiences across the organization
  • Assist in coordinating culture and inclusion initiatives across Trevor's U.S. and Mexico teams where appropriate, while remaining mindful of varying cultural contexts and employee experiences
  • Partner with leaders and cross-functional stakeholders to ensure engagement initiatives are inclusive and accessible across a remote and operationally diverse workforce that includes both union and non-union employees within an 24/7 crisis services environment
Employee Listening & Organizational Feedback
  • Support the administration, coordination, and analysis of employee engagement surveys and other employee listening initiatives
  • Analyze engagement data, employee feedback, participation trends, and organizational insights to identify opportunities for improvement, including trends related to employee wellbeing, burnout risk, workforce connection, and engagement across union and non-union employee populations.
  • Translate employee feedback into actionable recommendations, engagement opportunities, and culture-building initiatives in partnership with People team leadership
  • Help strengthen feedback loops and employee communication practices that reinforce transparency, responsiveness, and employee trust
Cross-Functional Partnership & Program Coordination
  • Partner closely with Learning & Development, Talent Acquisition, People Operations, Internal Communications, and organizational leaders to support a connected employee experience
  • Support onboarding culture experiences and employee engagement touchpoints for new hires
  • Coordinate logistics, communications, scheduling, vendor relationships, and operational support for culture and engagement initiatives as needed
  • Manage multiple projects and priorities simultaneously while maintaining strong attention to detail, organization, and follow-through
  • Contribute ideas, recommendations, and creative approaches that strengthen employee engagement, remote culture-building, and organizational connection
  • Effectively communicate and work collaboratively with other People team members, staff in other verticals, and external partners as needed
  • Demonstrate a commitment to fostering and maintaining an environment of inclusion and belonging, modeling Trevor's values and enhancing culture in everyday interactions as well as operational initiatives
  • Maintaining knowledge competency relating to The Trevor Project's programs, services, and strategic goals, as well as the LGBTQ+ community we serve
  • Demonstrate fair, ethical, and equitable business practices
  • Handle sensitive and confidential matters with the utmost discretion and integrity, with regard for cultural, operational, and legal considerations
  • Learn eagerly, share knowledge appropriately, and improve continuously
  • Demonstrate successful planning and problem-solving skills, including multitasking and working within established timelines
  • Demonstrate attention to detail and accuracy in all work
  • Handle other relevant duties and responsibilities as assigned
Minimum Qualifications:
  • 5+ years of experience supporting employee engagement, organizational culture, employee experience, inclusion initiatives, ERGs/affinity groups, learning & development, or related People functions
  • Demonstrated experience leading or coordinating employee engagement initiatives within remote or geographically distributed organizations
  • Experience supporting affinity groups, employee communities, ERGs, or inclusion-focused employee programming
  • Strong project management, event coordination, and operational execution skills with the ability to independently manage multiple priorities and initiatives
  • Experience administering or supporting employee engagement surveys and translating findings into actionable recommendations
  • Strong communication, facilitation, and relationship-building skills across diverse employee populations and organizational levels
  • Demonstrated ability to foster inclusive, welcoming, and community-centered employee experiences
  • Strong emotional intelligence, discretion, and sound judgment
  • Ability to thrive in collaborative, evolving, and mission-driven environments
  • Professional proficiency in spoken and written English
  • Experience supporting employees across varying schedules, crisis support services, operational environments, union or partially unionized workforces, or 24/7 organizations preferred
  • Cross-cultural or global organizational experience is a plus, particularly within organizations operating across multiple countries or regions
  • Spanish language proficiency is a plus

The Trevor Project provides equal employment opportunities (EEO) to all employees and qualified applicants for employment without regard to race, color, religion, sex, gender, gender identity or expression, sexual orientation, national origin, age, disability, genetic information, veteran status, or any other status protected by applicable law or policy. The Trevor Project complies with all applicable laws regarding equal opportunity in employment.
Our Commitment to Diversity, Equity, Inclusion & Belonging
Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.
Continue reading our about our commitment at nonprofithr.com/deinow.

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