Human Resources Manager

About the role

The Human Resources Manager is responsible for managing and administering the organization's human resources programs, policies, and practices in alignment with the organization's mission, values, strategic objectives, and applicable federal, state, and local employment laws.

The Human Resources Manager serves as a trusted resource to employees and managers and provides hands-on leadership across employee relations, compliance, recruitment and staffing, compensation and salary administration, benefits administration, performance management, and HR operations.

This position requires a high degree of discretion, sound judgment, professionalism, and the ability to balance the needs of employees with the operational and mission-driven needs of a nonprofit organization. The HR Manager promotes a positive, inclusive, equitable, and respectful workplace while ensuring consistent and legally compliant application of organizational policies and practices.

Essential Duties and Responsibilities

Employee Relations

• Serve as a trusted resource and point of contact for employees and managers regarding workplace concerns, policies, performance issues, and employment-related matters.
• Provide guidance to managers on employee relations matters, including performance management, coaching, corrective action, attendance, workplace conduct, and conflict resolution.
• Investigate employee complaints and workplace concerns promptly, objectively, and confidentially, documenting findings and recommendations as appropriate.
• Partner with leadership and managers to address employee performance and conduct issues consistently and fairly.
• Facilitate conflict resolution and promote constructive communication among employees and teams.
• Promote employee engagement, retention, morale, and a positive workplace culture consistent with the organization's mission and values.
• Maintain appropriate confidentiality regarding personnel matters and sensitive employee information.

Human Resources Compliance

• Ensure HR policies, procedures, and practices comply with applicable federal, state, and local employment laws and regulations.
• Maintain and periodically update the employee handbook, HR policies, procedures, and required employment notices.
• Maintain accurate and confidential personnel records in accordance with applicable retention requirements.
• Make sure new-hire paperwork, including I-9 verification, and required trainings, including harassment prevention, are completed on time.
• Partner with payroll and finance to ensure accurate and compliant payroll practices.
• Support compliance with applicable workplace safety, workers' compensation, and injury reporting requirements. Coordinate responses to unemployment claims, employment-related inquiries, audits, and other governmental or regulatory requests.
• Maintain appropriate HR documentation to support consistent application of policies and defensible employment practices.
• Advise management when employee matters present potential legal or compliance concerns and coordinate with outside employment counsel when appropriate.

Recruiting and Talent Acquisition

• Manage the organization's full-cycle recruitment process in partnership with hiring managers.
• Develop and update job descriptions to accurately reflect responsibilities, qualifications, essential functions, and organizational expectations.
• Consult with hiring managers regarding staffing needs, job requirements, compensation ranges, and recruitment strategies.
• Screen applications and candidates and coordinate interviews and selection processes.
• Provide guidance to managers regarding structured, equitable, and legally compliant interviewing and selection practices.
• Coordinate reference and background checks, where applicab le.
• Prepare and extend employment offers in accordance with approved compensation parameters and organizational policies.
• Conduct or coordinate new-hire onboarding and orientation.
• Develop strategies to strengthen the organization's employer brand and ability to attract mission-aligned talent.
• Maintain recruiting metrics and monitor hiring activity, time-to-fill, turnover, and other relevant measures.

Compensation and Salary Administration

• Administer the organization's compensation program in accordance with approved policies, budgets, and salary structures.
• Maintain accurate job descriptions, job classifications, salary ranges, and compensation information.
• Partner with leadership and finance on annual salary review and merit increase processes.
• Provide managers with guidance regarding compensation decisions, promotions, job changes, starting salaries, and internal equity.
• Ensure compensation decisions are applied consistently and equitably across the organization.
• Research nonprofit and relevant market compensation data and make recommendations regarding salary ranges and compensation practices.
• Ensure exempt/non-exempt classifications and other employment classifications are reviewed and administered appropriately.

Benefits Administration

• Administer the organization's employee benefits programs, including health, dental, vision, retirement, life, disability, and other applicable benefits.
• Serve as the primary HR resource for employee questions regarding benefit eligibility, enrollment, coverage, and changes.
• Coordinate annual benefits enrollment and employee communications.
• Coordinate with benefits brokers, insurance carriers, retirement plan providers, and other vendors. Assist leadership in evaluating benefits programs, costs, competitiveness, and employee needs.
• Communicate benefit plan changes clearly and effectively to employees.
• Maintain benefits records and ensure appropriate confidentiality and compliance.
• Support administration of applicable leave and benefits continuation requirements.

Performance Management and Organizational Development

• Administer the organization's performance management process and provide guidance to managers and employees.
• Coach managers on setting meaningful goals, providing feedback, documenting performance, and addressing performance concerns.
• Identify opportunities for employee training, professional development, and leadership development.
• Assist leadership in developing employee engagement and retention initiatives.
• Support succession planning and workforce development efforts as appropriate for the size and needs of the organization.

HR Operations and Administration

• Maintain accurate HRIS (Rippling) and employee data, ensuring timely and accurate updates.
• Establish and maintain efficient HR processes, procedures, and systems.
• Prepare HR reports and metrics for management and leadership.
• Conduct exit interviews and analyze turnover trends.
• Partner with Finance/Payroll to ensure accurate employee data and timely processing of payroll-related changes.
• Recommend improvements to HR systems and processes that increase efficiency, compliance, and employee service.
• Coordinate Managers' and All Staff meetings, including content and logistics.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent combination of education and experience.
• 5+ years of progressive HR experience, preferably with experience serving as an HR generalist or HR manager.
• Demonstrated experience in employee relations, HR compliance, recruiting, compensation, and benefits administration.
• Working knowledge of California and federal employment law, including wage and hour, leave, and harassment prevention requirements.
• Experience advising and coaching managers on employee relations and performance matters.
• Experience maintaining confidential personnel and HR records.
• Strong proficiency with HRIS, Microsoft Office/Google Workspace, and related HR systems.
• Excellent communication, interpersonal, organizational, and problem-solving skills.
• Ability to exercise independent judgment and maintain strict confidentiality.
• Ability to work around animals, including exposure to animal dander and allergens, with or without reasonable accommodation.

Preferred

• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Previous experience working in a nonprofit or mission-driven organization.
• Experience administering HR programs in a small or mid-sized organization.
• Knowledge of nonprofit employment practices and the unique workforce considerations of mission-driven organizations.