POSITION SUMMARY: The Human Resources Manager will oversee all HR functions and work closely with the executive team to develop strategies that foster a high-performing, positive work culture. This role requires advanced knowledge of labor legislation, recruitment strategies, employee relations, compensation and benefits, as well as the ability to lead HR initiatives in alignment with organizational goals. The ideal candidate will bring strategic HR leadership to a nonprofit setting, ensuring compliance and fostering growth through workforce development.

DUTIES AND RESPONSIBILITIES / ESSENTIAL JOB FUNCTIONS

• Develop and implement HR strategies aligned with the organization’s mission and goals.
• Lead and oversee all HR functions including staffing, employee relations, compensation and benefits, performance management, and training.
• Serve as a strategic advisor to the executive team on workforce planning, talent management, and succession planning.
• Drive the continuous improvement of HR practices, policies, and procedures to enhance employee satisfaction and retention. Maintain employee handbook to ensure policies are aligned with best practices and follow current laws and regulations.

• Collaborate with department heads to align HR initiatives with program objectives and operational needs.
• Lead the full-cycle recruitment process, from sourcing to onboarding, ensuring the hiring of high-quality candidates.
• Create and maintain effective recruitment strategies to attract diverse and highly skilled professionals, including marketing outreach and networking.
• Develop employee retention programs and strategies to enhance employee engagement and reduce turnover.

• Oversee the design, implementation, and management of competitive compensation and benefits programs, ensuring alignment with industry standards and compliance with regulations.

• Administer benefits programs and handle complex inquiries related to benefits and compensation.
• Lead and manage employee relations issues, ensuring a positive, fair, and compliant workplace culture.
• Mediate conflict resolution and provide guidance on performance management, disciplinary action, and grievance processes.
• Oversee performance management initiatives, ensuring employees receive regular feedback and development opportunities.

• Ensure organizational compliance with Federal, State, and Local employment laws and regulations, including funding source requirements.
• Utilize strong knowledge of FMLA and ADA laws and regulations to ensure organization compliance, record keeping, and tracking requirements.
• Oversee the management of the HRIS system and ensure accurate and timely reporting for HR metrics, workforce analytics, and compliance audits.

• Serve as the organization’s lead for Affirmative Action and Equal Opportunity Employment (AA/EEO) compliance.

• Develop and implement employee training programs to support organizational goals, professional development, and leadership capacity.
• Lead initiatives related to diversity, equity, and inclusion (DEI) to foster an inclusive work environment.
• Coordinate the development of an annual training calendar for all employees, ensuring compliance-related training courses are completed on time.

• Play a key role in organizational change management, helping to shape and drive culture, especially in times of growth or change.
• Partner with the executive team to support organizational development through talent development, coaching, and HR project leadership.

• Serve as a primary point of contact for HR-related inquiries, ensuring high-quality service and responsiveness to employees, managers, and external partners.
• Work closely with the finance department on benefits and compensation matters.
• Maintain professional boundaries and confidentiality in handling sensitive HR matters.

OTHER JOB RESPONSIBILITIES

• Lead and participate in agency functions and activities including continuous quality improvement (CQI) programs, health and safety coordination, and fundraising or awareness events.
• Stay informed on HR best practices, non-profit sector challenges, and evolving labor laws.
• Perform other duties as requested by the Executive Director.

SUPERVISORY RESPONSIBILITIES:

• Human Resources Administrative Assistant

ROLE QUALIFICATIONS:

Education Requirements

• Minimum of an Associate degree in Human Resources or related field; or an equivalent combination of education and human resources experience. HR Certification preferred. Bachelor’s degree in human resources preferred.

Experience Requirements

• Minimum of 3+ years of Human Resources experience. Or an equivalent combination of education and human resources experience.

Other Requirements

• Extensive knowledge of Federal, State, and Local employment laws and compliance requirements.
• Strong leadership and strategic thinking skills with the ability to build relationships across all levels of the organization.
• Proficient in HRIS systems, with a strong understanding of data analytics for workforce planning and decision making.
• Excellent written and verbal communication skills, including business writing and policy development.
• Ability to manage sensitive and confidential matters with professionalism and integrity.
• Bilingual (English/Spanish) is a plus.
• Ability to adapt quickly and manage multiple priorities in a fast-paced, dynamic environment.

WORKING CONDITIONS

• Physical Demands: This role requires prolonged periods of sitting, computer use, and occasional lifting of supplies.
• Environmental Conditions: Busy office environment with frequent interruptions.
• Sensory Demands: High levels of accuracy are required for data entry and reporting.

Mental Demands: Must manage competing priorities, deadlines, and multiple projects effectively