Human Resources Manager

Pay starts at $60,000 per year and up based on experience.

About the role

This role is part of a mission-driven nonprofit environment focused on strengthening community through youth development, healthy living, and social responsibility. It requires both strategic HR expertise and hands-on employee relations leadership in a multi-site organization. This is not a purely advisory HR role; you will be actively involved in guiding leaders, addressing employee concerns, and supporting real-time people decisions that impact staff and culture.

Qualifications

• Bachelor’s degree in HR, business, organizational leadership, or related field
• SHRM-CP, SHRM-SCP, PHR, or SPHR preferred
• 3+ years of progressive HR experience with strong employee relations focus preferred
• Experience with investigations, performance management, and leader coaching
• Strong judgment, discretion, and ability to handle confidential matters
• Ability to influence leaders and provide direct, respectful feedback
• Working knowledge of employment law and HR best practices

Responsibilities

As the HR Manager, you will serve as a trusted partner to operational leaders and staff by:

• Coaching and advising managers through the full employee lifecycle, including onboarding, performance management, corrective action, employee concerns, and separations
• Helping leaders practice “compassionate accountability” by setting clear expectations and addressing performance issues consistently and fairly
• Reviewing employee relation situations and decisions to ensure fairness, consistency, compliance, and alignment with organizational standards
• Conducting and supporting workplace investigations, including documentation, interviews, and outcome recommendations
• Identifying risk in employee relation matters and escalating appropriately when issues involve harassment, discrimination, safety concerns, or legal exposure
• Building leadership capability through coaching, feedback, training, and practical HR guidance
• Supporting consistency across departments by reviewing documentation, identifying trends, and reinforcing policy application
• Partnering on organizational initiatives including workforce planning, culture development, and employee experience improvements
• Staying current on employment laws and translating that knowledge into practical guidance for leaders