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The HR Manager is responsible for overseeing and supporting the organization’s human resources functions while fostering a positive, inclusive, and mission-driven workplace culture. This position serves as a trusted resource to employees and leadership and helps ensure that HR practices align with the organization’s mission, values, strategic priorities, and applicable employment laws.

The HR Manager will manage day-to-day HR operations, including recruitment and retention, employee relations, onboarding, performance management, benefits administration, policy development, compliance, employee engagement, and professional development. The ideal candidate is a collaborative and compassionate HR professional who understands the unique challenges and opportunities of working within a nonprofit environment.

Key Responsibilities:

Human Resources Operations

• Oversee day-to-day HR operations and ensure effective, consistent HR practices throughout the organization.
• Maintain accurate and confidential employee records and HR documentation.
• Develop, implement, and update HR policies, procedures, and employee handbook materials.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Monitor HR processes and recommend improvements that increase efficiency while remaining mindful of nonprofit resources and budgets.

Recruitment and Staffing

• Manage the full recruitment and hiring process, including job descriptions, job postings, candidate screening, interviews, reference checks, and offer processes.
• Partner with department leaders to identify staffing needs and develop effective recruitment strategies.
• Promote equitable and inclusive hiring practices.
• Support strategies for attracting and retaining employees who are committed to the organization’s mission.
• Develop onboarding and orientation programs that help new employees quickly understand the organization’s culture, expectations, and mission.

Employee Relations and Engagement

• Serve as a trusted resource for employees and managers regarding workplace concerns, policies, performance issues, and conflict resolution.
• Promote a respectful, inclusive, and supportive work environment.
• Investigate employee concerns and workplace complaints appropriately and confidentially.
• Develop initiatives that improve employee engagement, morale, recognition, and retention.
• Help foster a workplace culture consistent with the organization's mission and values.

Performance Management and Development

• Coordinate the organization’s performance management and annual review processes.
• Coach managers on effective performance feedback, goal setting, documentation, and employee development.
• Identify training and professional development opportunities.
• Support career development and succession planning initiatives.
• Encourage continuous learning and leadership development across the organization.

Compensation and Benefits

• Administer employee benefits programs and serve as a resource for employee questions.
• Partner with benefit providers and payroll partners to resolve issues and maintain accurate records.
• Support compensation reviews and help ensure equitable and competitive pay practices within available organizational resources.
• Assist with payroll-related HR processes and maintain accurate employee information.

Compliance and Risk Management

• Maintain current knowledge of applicable employment laws and regulations.
• Ensure compliance with required employment practices, workplace postings, employee documentation, and reporting requirements.
• Support workplace safety, workers’ compensation, leave administration, and other risk-management activities.
• Maintain confidentiality of sensitive employee and organizational information.

Organizational Culture and Strategic Support

• Partner with executive leadership to align people strategies with the organization’s mission and strategic plan.
• Help build a culture that supports diversity, equity, inclusion, belonging, and respect.
• Use HR data and employee feedback to identify trends and recommend organizational improvements.
• Support organizational change initiatives and periods of growth or restructuring.
• Participate in strategic planning and leadership discussions as appropriate.