HR MANAGER, AMERICORPS

About the Role

Reading Partners is changing the education landscape by leveraging volunteer tutors in under-resourced schools. Our diverse volunteer base provides one-on-one and small group tutoring to students twice weekly, helping children master reading fundamentals. The Human Resources Manager, AmeriCorps is responsible for supporting the people-facing and policy-aligned aspects of Reading Partners' AmeriCorps program in close partnership with National Service, Talent, and other cross-functional stakeholders. Reporting to the Managing Director of Human Resources, this role helps ensure that AmeriCorps Volunteer-relations practices, escalated issue handling, and policy implementation are managed consistently and in alignment with organizational standards, while recognizing that AmeriCorps Volunteers are governed by distinct program rules and compliance requirements. The HR Manager, AmeriCorps serves as an HR partner to the AmeriCorps program, providing guidance on sensitive AmeriCorps Volunteer-relations matters, policy alignment, documentation, and organizational risk.

Responsibilities

• Partner with National Service leaders and AmeriCorps program staff on sensitive or escalated AmeriCorps Volunteer relations matters.
• Provide guidance on consistent documentation and issue-handling practices related to AmeriCorps Volunteer concerns, conflict resolution, and conduct matters.
• Support the review and handling of complex AmeriCorps Volunteer grievances, complaints, and other elevated situations in partnership with relevant internal stakeholders.
• Advise on organizational approaches to AmeriCorps Volunteer-relations matters while respecting AmeriCorps-specific policies, processes, and compliance requirements.
• Help identify patterns or recurring themes in AmeriCorps Volunteer-relations issues and recommend process or policy improvements.
• Lead the interactive ADA accommodation process for AmeriCorps Volunteers, including reviewing confidential medical documentation, determining reasonable accommodations, and partnering with National Service and regions and/or departments on implementation.
• Partner with National Service to review AmeriCorps-related policies, procedures, templates, and guidance documents for alignment with organizational standards and practices.
• Provide input when AmeriCorps processes intersect with broader organizational people practices, including documentation expectations, issue escalation, and communication standards.
• Help assess organizational risk related to AmeriCorps Volunteer matters and elevate concerns appropriately.
• Support change management and communication when updates to AmeriCorps or organizational policy affect Volunteer-relations practices.
• Serve as a thought partner to National Service on policy/process improvements that affect AmeriCorps Volunteers.
• Provide guidance to leaders and program staff on HR-aligned practices related to AmeriCorps Volunteer relations, including handling sensitive conversations, documentation, and escalation.
• Partner with Talent, National Service, and other departments as needed when AmeriCorps issues have implications for recruitment, training, internal communication, or organizational practice.
• Contribute to cross-functional projects involving AmeriCorps Volunteers where HR perspective and partnership are needed.
• Support the development of manager-facing tools, resources, or training related to Volunteer-relations practices.
• Participate in internal review of complex or high-risk AmeriCorps Volunteer concerns, including gathering information, reviewing documentation, and supporting timely follow-up.
• Partner with internal stakeholders on escalated matters that may create organizational risk or require coordinated handling.
• Recommend next steps on sensitive matters to the Managing Director of Human Resources and relevant program leaders, as appropriate.
• Support additional projects and responsibilities related to HR partnership with AmeriCorps and cross-functional organizational priorities.
• Perform other duties as assigned.

Qualifications

• At least 5 years of related Human Resources experience, including at least 1 year at a management level and at least 2 years of experience with employee relations, AmeriCorps Volunteer relations, interpersonal conflict resolution, investigations, compliance or a related people-support function.
• Bachelor's degree in Human Resources, Management & Leadership, Business Administration, or a related field (or an equivalent combination of education and experience).
• Demonstrated proficiency with web-based software tools, such as Google Workspace and HRIS products (Paycom preferred).
• Experience applying HR policies and exercising sound judgment in sensitive employee, volunteer, or participant relations matters.
• Demonstrated ability to learn and apply complex program, regulatory, and organizational requirements; strong cross-functional partnership and escalation judgment.
• Demonstrated commitment to fostering an inclusive and collaborative work environment.
• Deep belief in our mission and ability to root work in our core values.
• Ability to prove eligibility to work legally in the U.S. and at least 18 years of age.

Skills

• Policy Development: Skill in creating, updating, implementing, and administering HR policies and procedures, ensuring they are clear, effective, equitable, and consistently applied throughout the organization.
• Project Management: Competency in managing HR projects from inception to implementation, including planning, executing, and evaluating initiatives related to compliance, policy updates, and operational improvements.
• AmeriCorps Volunteer Relations: Capability to impartially investigate allegations of inappropriate conduct, resolve interpersonal conflict, and lead sensitive conversations with discretion and compassion.
• Strategic Thinking: Proactive inclination to identify emerging challenges and opportunities, determine the accuracy and relevance of information, and use sound judgment to generate and evaluate solutions and recommendation action plans.
• Communication: Excellent verbal and written communication, including the ability to relay complex information clearly, and awareness of appropriate non-verbal communication even during high-stress situations.

Benefits

• Medical, dental, and vision insurance with substantial employer contributions toward both employee and family premiums; life and disability insurance at no cost to employees; and a free Employee Assistance Program (EAP).
• Significant pre-tax employer funding to help offset employees' out-of-pocket medical expenses, including providing first dollar coverage for some plan options.
• Spring Health for easy access to therapy, coaching, and wellness resources, including six sessions provided at no cost to employees.
• Carrot for guidance and support related to hormonal health, fertility, family-building, and gender-affirming services.
• 403(b) retirement plan with immediate eligibility to participate and to receive employer matching contributions.
• Flexible Paid Time Off (Unlimited PTO) and Paid Parental Leave for up to 8 weeks for birth and non-birth parents.
• 14 paid holidays annually, plus one week of office closure in early July and two weeks in late December.
• A dynamic, mission-driven culture with a strong commitment to employee development and career growth.

Pay

This is a full-time, exempt, and salaried position. The pay range is $88,426 - $98,829 per year, contingent on geographic location. Salaries are set based on objective, external, high-quality market data and are adjusted for candidates in different geographic regions. We do not engage in salary negotiations.

Schedule

This position is remote, and hires (upon start date) should reside in the District of Columbia, Maryland, Minnesota, New Jersey, New York, Oklahoma, South Carolina, Texas, Washington State, or Virginia. This position involves infrequent travel for convenings and gatherings as needed.