Human Resource Manager

Overview of Role:
This role is directly responsible for the Human Resources (HR) function within the Foundation. This includes recruiting, benefits, onboarding, and off boarding employees as well as monitoring and contributing to the organizational health of the organization.

Major Goals:
1. Develop and lead talent acquisition strategy to effectively ensure department heads have a funnel of qualified candidates.
2. Lead the day-to-day HR operations of a small non-profit working with outside vendors to provide systems and oversight of common HR processes such as benefits, payroll, legal compliance, etc.
3. Effectively lead and develop relationships with third-party resources, vendors, and partners.

Toughest Parts of the Job:
1. Building a pipeline of qualified candidates.
2. Balancing multiple priorities in a role containing several high-impact duties.
3. Keeping up with all resources needed, regulations and issues.

Job Functions:
Human Resources Leadership
• Lead by example through Core Values in thought, communication, and action
• Participate in foundation events (such as outreach events, open houses, tours, campus recruiting, job fairs, etc.) to help promote services, volunteer opportunities, and employment
• Analyze the efficiency and effectiveness of human resources process and programs. Make recommendations and improvements, as necessary
• Establish effective metrics and reporting systems for human resources function
• Provide input and information for company-employee communication (such as new hires, terminations, inclement weather, return-to work policies, etc.)
• Resolve complex issues, establish work priorities, and make decisions within established guidelines and authority
• Maintain HR budget

Talent Acquisition and Recruiting
• Develop recruiting framework and the evolution of existing processes to build a bank of talent that aligns with Core Values
• Serve as primary recruiting resource to source (find) and assess (interview, screen, and test) candidates
• Recommend ways to enhance the candidate experience throughout the recruiting and hiring process

Employment Process and Legal Compliance
• Manage third-party service providers to ensure:
o employment-related regulatory and legal compliance
o appropriate government forms and filings
o annual tax reporting
o payroll, including HR change forms
o all legal issues to ensure compliance and minimize risk to organization
o workers compensation claims
• Create and update success profiles/job descriptions
• Work with Executive Director on a case-by-case basis for new and emerging reporting requirements such as remaining COVID complaint

Employee and Leadership Development / Performance Management
• Responsible for overall framework and evolution of employee onboarding process
• Oversee performance management process changes when needed
• Continually look for ways to retain top talent
• Review attrition for trends and develop action plans to address through leadership awareness and skill development
• Assist or facilitate professional development and training activities
Employee Benefits and Benefit Administration
• Evaluate current and prospective benefits and vendors. Recommend changes. Serve as primary interface to manage benefit vendor relationships
• Work with vendors to ensure accurate data and accessibility via their benefit portals
• Manage benefits (Medical, Simple IRA) and other insurances

Compensation Strategy and Compensation Administration
• Create, maintain, and update compensation programs including salary structures, pay ranges and merit increases
• Annually evaluate competitiveness of total compensation and benefits programs. Recommend adjustments as warranted
• Perform salary analysis as requested

Performance Management
• Maintain accurate records of performance appraisals and communicate with managers to ensure timely completion of reviews

Employee Relations
• Address employee relations issues including performance management, conflict resolution, investigations, and employee/leader relations
• Implement and deploy an effective communication strategy to ensure key messages are shared and understood by team members

Policy Development and Documentation.
• Develop, improve, and maintain HR policies and procedures in support of business needs and culture
• Maintain Employee Handbook

Working Conditions:
• General working hours are Monday - Friday, 9AM - 6PM with limited absences/tardiness. Additional hours as required to complete objectives. Attend occasional webinars and training
• Travel to clinic locations on occasion with minimal overnight travel required
• General office position requiring significant visual effort and involves assignments requiring significant levels of concentration
• Delivering on Core Values
• Appropriate business casual attire
• Comply with Employee Handbook
• Drug testing upon employment

Primary People Contacts:
• Candidates
• New and existing team members and leaders
• Community partners
• Outside partners & vendors

Core Values:
• Faith Based
o Mission driven
o This is a calling
o Catholic theology
• Empathy
o No judgement
o Perspective - meet people where they are
o Emotions are real
o Open, honest communication
• Commitment
o Be accountable, take ownership
o We're all in and actions show it
• Teamwork
o We are a community
o We celebrate together
o Servant leadership
o SMART communications
o Positive, joyful attitude
• Growth
o Personally, professional, and spiritually
o Willingness to learn, open-minded
o Embrace change, be adaptable

Behavioral Characteristics:
• Independent in thought and action
• Self-reliant, prefers to make own decisions
• Shows tenacity; doesn't give up easily
• Requires that policies, procedures, and methods have a rational basis for their existence
• Displays confidence, relies on self
• Prefers to operate within the big picture; is not over-concerned with details
• Feels hampered by detailed rules and systems (unless they are self-created)
• Exercises a positive approach to most work situations
• Prefers to work on own without close supervision
• Approaches situations from a rational point-of-view
• Has a high tolerance for unclear and vague problems and situations
• Shows initiative in work

Knowledge and Skills:
• Bachelor's degree in Business Administration, Human Resources, Organizational Development, or other related discipline
• SHRM-CP, SHRM-SCP, PHR, SPHR or other HR professional designation a plus
• 5+ years talent acquisition/recruiting experience with a passion for the employee experience to attract talent
• Experience working in a non-profit environment a plus
• Project management experience desired with proven ability to manage outsourced services and work with vendors to deliver results
• Prior employee management experience with proven ability to lead
• Uncompromising morals, ethics, and integrity
• Proficient in Microsoft Office - MS Word, Excel, Access, Outlook, and PowerPoint
• Possesses solid critical thinking and problem-solving skills with a data-driven approach
• Ability to foster long-term relationships with employees, candidates, and vendors
• Experience coaching and advising managers and leaders on employee development and discipline
• Strong interpersonal skills
• Strong verbal and written communication skills
• Excellent attention to detail
• Consultative approach to working with and through people
• Strong understanding of best practices in the following areas:
o Talent acquisition
o Employee relations
o On-boarding and training
o HR-related laws
o Compensation
o Benefits