Overnight Human Design Jobs (NOW HIRING)

POSITIONSUMMARY

The HR Manager is a dynamic, hands-on operational and strategic HR leader who plays a critical role in supportingtheorganization. Partnering closely with the Director of Human Resources and department leaders across all shifts and program areas, this role drives the day-to-day execution of all HR functions including employee relations, talent acquisition, compliance, compensation, benefits, training, and HR systems management. The HR Manager leads and develops a team of HR professionals,coachessupervisors and managers across all shifts, and ensures consistent, equitable, and legally compliant HR practices throughout the organization. This individual must be comfortable operating in a dynamicand 24/7/365 organization.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Employee Relations & Engagement

• Serve as the primary escalation point for complex employee relations matters including harassment, discrimination, misconduct, and workplace conflict across all shifts and program areas

• Lead thorough, objective, and timely investigations in accordance with organizational policy and applicable law, ensuring consistency across workforce

• Coach and develop supervisors and managers on HR policies, corrective action, disciplinary documentation, and performance conversations

• Overseeleave management programs including FMLA, ADA accommodations, personal leaves, and workers' compensation, ensuring continuity of care in round-the-clock operations

• Design, implement, and evaluate employee engagement and recognition programs that reach staff across all shifts, including overnight and weekend employees

• Conductandanalyze employee engagement survey data to identify retention risks and develop targeted action plans

• Partner with leadership to maintain a workplace culturethat isdelivers care, accountability and accomplishment.

Recruitment & Selection

• Oversee full-cycle recruiting operations across all levels of the organization, with emphasis on hard-to-fill positions

• Leadrecruiting efforts for manager, supervisor, and director-level positions

• Develop and maintain partnerships with community organizations, reentry programs, recovery programs, and workforce development agencies to support inclusive, second-chance hiring

• Establish, monitor, and report on recruiting KPIs including time-to-fill, cost-per-hire, offer acceptance rates,ect.

• Oversee applicant tracking system (ATS) management and ensure consistent, compliant candidate workflows

• Own the design and continuous improvement of the new employee onboarding program, ensuring orientation and integration experiences are accessible for staff starting on any shift

• Partner with department heads to conduct proactive workforce planning discussions and anticipate staffing needs across all operational hours

Compensation, Benefits & Payroll

• Lead the annual compensation review cycle including market benchmarking, internal equity analysis, and pay recommendations for leadership approval

• Manage and evaluate compensation structures

• Oversee benefits open enrollment including carrier coordination, employee communications, and educational sessions accessible to all-shift staff

• Partner with the Benefits/Payroll Specialist to ensure payroll accuracy, timely processing, and compliance with shift differentials, overtime regulations, and multi-shift pay structures

• Ensure payroll and benefits administration practices comply with all applicable federal, state, and local regulations

Training & Development

• Assess organizational training needs across all departments and shifts and develop an annual learning and development plan with measurable outcomes

• Oversee the design and delivery of compliance training, leadership development, supervisor skill-building, and mission-aligned staff development programs

• Ensure training is delivered in formats and at times accessible to staff across all shifts including evenings, weekends, and overnights

• Identify, evaluate, and manage external training vendors and community learning partnerships

• Track training completion, evaluate program effectiveness, and report outcomes to the Director of Human Resources

Compliance & Audits

• Ensure all HR policies, procedures, and employment practices comply with federal, state, and local law

• Maintain and annually update the employee handbook in collaboration with leadership and legal counsel

• Lead HR audit preparation, response, and corrective action planning

• Stay current on employment law changes impacting a 24/7 workforce, including wage and hour regulations, scheduling laws, and shift-specific compliance requirements

• Oversee workers' compensation program administration including claims coordination and return-to-work programs

Performance Management

• Design, administer, and continuously improve the organization-wide performance management program including evaluation tools, rating calibration, and timelines

• Coach managers across all shifts through performance improvement plans, disciplinary actions, and involuntary separation decisions

• Analyze performance data to identify trends and inform training, development, and workforce planning strategies

HROperations, HRIS& Reporting

• Oversee HRIS data governance and integrity, lead system optimization efforts, and ensure all team members are trainedonsystem use

• Develop and present HR metrics, dashboards, and trend analysesfor regular review by HR Director and leadership team

• Support strategic workforce planning and contribute to the organization's long-term operational and staffing goals

Other Duties

• Maintain availability and responsiveness to support urgent HR matters that arise during non-standard hours in a 24/7/365 operation

• Performs other duties as assigned

EDUCATION & EXPERIENCE

Required:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field

• Minimum 7 years of progressive HR experience, with at least3years in a people management or senior HR generalist role

• Demonstrated experience managing employee relations investigations and complex HR matters

• Strong working knowledge of federal, state, and local employment law and HR compliance requirements

Preferred:

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification

• Experience in a nonprofit, social services, residential, or mission-driven organization

• Experience with second-chance, reentry, or barrier-inclusive hiring programs

• Experience supporting a multi-shift, 24/7, or round-the-clock workforce strongly preferred

KNOWLEDGE/SKILLS/ABILITIES

• Comprehensive knowledge of employment law, HR best practices, and workforce compliance

• Strong leadership, coaching, and team development skills

• Proven ability to build trust and credibility with employees, supervisors, and leadership across all levels and all shifts

• Excellent investigation, conflict resolution, and critical thinking skills

• Proficiency in HRIS platforms, ATS systems, and Microsoft Office Suite

• Ability to manage competing priorities and make sound HR judgments in a fast-paced, mission-driven environment

• High level of discretion, integrity, and confidentiality with sensitive employee and organizational information

• Strong data analysis and HR reporting skills

MANAGERIAL RESPONSIBILITIES

• Directly supervises HR Generalist(s)andHR Coordinator.

• Provides day-to-day leadership, performance coaching, and professional development support for all HR team members

• Fosters a collaborative, high-performing HR team culture that models the organization's values

WORK ENVIRONMENT & PHYSICAL DEMANDS

• Standard office environment with regular interaction across multiple program departments and operational areas

• Must be available and responsive to urgent HR matters arising outside of standard business hours in support of a 24/7/365 organization

• Occasional travel to organizational program sites, offsite meetings, or community partner locations

• Prolonged periods of sitting and computer use

• Occasional lifting of materials up to 15 pounds