Human Resources & Operations Manager

The Opportunity

The Human Resources & Operations Manager (HROM) will lead the investment in our people, practice, and culture as we grow and evolve. HROM is responsible for all aspects of Human Resources including recruiting/retention, benefits, hiring/onboarding, performance management, compliance, training and development, and all other HR strategies and operations that support the success of the organization, its strategic objectives, and ensure that we are living our values throughout the organization. Reporting to the Director of Organizational Performance, the HROM will be involved in the creation and implementation of organizational strategies, staffing plans, policies, and practices. This new position will also be responsible for operations management ensuring organizational success. 

Key responsibilities:

Human Resources: 

With oversight from the Director of Organizational Performance: 

• Own the vision and accountability for the annual performance of the organization’s people ensuring they are aligned with organization’s strategic priorities.
• Identify opportunities for improved operational processes across the organization to streamline operations and implement increased standardization across the organization with an eye toward continuous process improvement.
• Optimize HR systems, ensure consistent implementations of HR policies and procedures, and leverage opportunities to innovate and create efficiencies where possible.
• Ensure that organization maintain best practices in HR administration, including staff benefits, employment-related taxes, and payroll.
• Cultivate an organizational culture that reflects the organization deep commitment to diversity, equity, and inclusion; support a learning culture that engenders knowledge sharing, feedback, and continuous growth.
• Prepare payroll and submit to Finance for processing and manage onboarding and offboarding of employees.
• Write and revise job descriptions and job postings.
• Prepare a sourcing and job posting plan.
• Coordinate second round and final interviews.
• Provide advice on finalist selection.
• Conduct pre-employment reference and background checks.
• Manage pre- and post-offer process.

Talent Operation & Systems

• Oversee a comprehensive onboarding process for all employee groups.
• Ensure appropriate role-related trainings for new hires.
• Ensure HR policies and procedures are aligned to organizational needs and compliant with labor regulations and oversight agencies.
• Lead the work of carrying out policies and practices throughout the organization.
• Support the process of staff offers (under the direction of leadership) and employee contracts.
• Determine modifications to benefit and compensation programs and monitor compliance and competitiveness of the same.
• Oversee the collection, analysis, reporting, and dissemination of all data related to Human Resources.
• Oversee the efficient and accurate processing and management of HR paperwork.

Operations: 

With oversight from the Director of Organizational Performance: 

• Review and vet all reports, presentations, and other deliverables received from department leaders before they reach the Director of Organizational Performance to ensure accuracy, completeness, and high-quality standards. Streamline the information flow, allowing the Executive Team to focus on decision-making and strategy.
• Act as a conduit for communication between the Senior Team and all staff within the organization. Handle incoming and outgoing communication on the Director’s behalf when appropriate, ensuring clarity, professionalism, and timelines.
• Manage special projects as assigned by the Director of Organizational Performance, overseeing all aspects from planning to execution. Monitor progress, handle any issues that arise, and keep the Director informed of project status.
• Conduct research, gather data, and create reports to assist the department leaders in making data-driven decisions. Stay informed on industry trends and developments that could impact the organization.
• Develop, implement, and steward the Standard Operating Manual. Develop realistic annual financial goals and plans as well as make decisions consistent with those goals and plans as approved by the Board.
• Ensure compliance with state and federal regulations; ensuring all required financial reports are submitted in a timely and accurate manner; monitoring management/lease/organization agreements, with particular attention to financial reporting requirements; and maintaining effective working relationship with the, the state, and other regulatory and oversight agencies.  

Core Competencies:

• Bachelor’s degree in human resources, Business Administration, or a related field required, advanced degree in human resources, business, public administration or combination of experience. 
• Demonstrated leadership skills, with a minimum of two years of supervisory/personnel management experience; experience consulting and educating senior management on HR-related topics.
• Direct experience in social justice, public health, and/or movement-building organizations.
• Familiarity with strategic planning, including compensation practices, data analysis, organizational diagnosis, and development; deep understanding of current HR trends in compensation, benefits, and performance evaluation frameworks.
• Experience in revising or developing new HR policies and procedures to meet changing organizational needs, and to support the desired organizational culture.
• Resourceful and able to find creative solutions, thinking beyond current systems and approaches, while recognizing the impact of decisions and actions on the entire organization.
• Understanding of best practices and experience in building inclusive and engaged workplaces; racial, economic, and healing justice; and experience supporting a multi-generation workforce.
• Ability to deal with conflict effectively, and to manage difficult situations confidently and calmly; demonstrated ability to coach and counsel both executive-level management and employees.
• Excellent interpersonal and communication skills; able to partner effectively with a variety of internal and external stakeholders, including expectation setting; able to influence through listening, writing, and presenting.
• Maintain a high degree of professional ethics to include confidentiality of all clients, donor, volunteer, and employee information. 
• Strong project management skills: ability to effectively plan, implement, and manage HR programs and functions; ability to implement, explain, and apply relevant policies, procedures, laws, and regulations.
• Desire to be part of a hardworking, collaborative, fun, and values-driven team.

Computer/Technology Skills 

Proficiency with business equipment, software applications, and databases. Must be proficient in MS Office 365 applications. Ability to use a range of technology and tools, including but not limited to projectors, and Google. 

Physical Demands 

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to use hands to touch or feel a computer, keyboard, monitor, telephone, Smart Phone, and talk or hear when interacting with employees. The employee is frequently required to stand; walk and sit. The employee is occasionally required to reach with hands and arms. The employee may regularly lift or move 15/25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, depth perception, and the ability to adjust focus. 

Work Environment  

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually moderate. No or limited exposure to physical risk. 

Conditions of Employment 

As a condition of employment employees are required to:  Be Fully Vaccinated or Submit to Weekly COVID-19 Testing – Employees are required to be fully vaccinated within 30 days of their hire date. Full vaccination is defined as at least two weeks after your second shot of a two-shot vaccination course, or at least two weeks after a single vaccination course. Unvaccinated staff must submit to weekly testing.