Job
Description
Human Resources
Manager
Job Summary:
The Human
Resource Manager must be a mission-focused, detail-oriented, flexible, and
process-minded individual with experience coordinating across diverse work
areas and developing a culture of excellence and cohesion among a group of
talented staff. The Human Resources Manager reports directly to the Chief
Operating Officer and has no direct supervisory responsibility.
The Human
Resources Manager is responsible for improving various human resources systems,
processes, and policies to support internal customer service excellence. The
Human Resources Manager drives human resources processes and procedures to
support our mission. As a key administrative position within a small but
dynamic organization, the Human Resources Manager must be effective in helping others
deliver measurable and timely results, coordinating and collaborating with
administrative teams that make NHA’s vision a reality and possess skills,
sensitivity, and personal confidence to navigate a complex non-profit setting.
The HR Manager is
a part of the management team and will contribute in decision making that
affects the whole organization.
Duties and Responsibilities:
HR Administration
HR Systems and Process
•
Adhering to all NHA policies and procedures
•
Ability to manage confidential conversations and
sensitive information to honor and respect both an individual employee and the organization
•
Ability to identify and evaluate risk to the
organization associated with HR issues.
•
Making Decisions and Solving Problems —
Analyzing information and evaluating results to choose the best solution and
solve problems.
•
Timely and accurate administration and project
management of an electronic human resource system (UKG/KRONOS).
•
Analyzing Data or Information — Identify the
underlying principles, reasons, or facts of information by breaking down
information or data into separate parts.
•
Interacting with computers — Using computers and
computer systems (including hardware and software) to program, write software,
set up functions, enter data, or process information.
•
Identifying Objects, Actions, and Events —
Identifying information by categorizing, estimating, recognizing differences or
similarities, and detecting changes in circumstances or events.
•
Documenting/Recording Information — Entering,
transcribing, recording, storing, or maintaining information in written or
electronic/magnetic form.
•
Processing Information — Compiling, coding,
categorizing, calculating, tabulating, auditing, or verifying information or data.
Compensation & Benefits & Onboarding
·
Manage and maintain a classification and
compensation program — Programmatic implementation of pay equity, elevation,
and examination of third-party reports, conduct ongoing financial analysis and
valuation of an internal classification and compensation data base.
·
Benefits management (Health, Dental, Retirement,
Worker Comp, STD/LTD etc.) — conduct research, act a liaison with benefit
providers, evaluate innovative strategies to enhance staff resources, and
coordinate with Finance department on benefits financial implementation.
·
Analyze and modify compensation and benefits policies
to establish competitive programs and ensure
o compliance
with legal requirements.
·
Staffing Organizational Units — Recruiting,
interviewing, selecting, and promoting employees in an organization.
·
Perform difficult staffing
duties, including dealing
with understaffing, refereeing disputes, firing employees, and administering disciplinary
procedures.
·
Scheduling Work and Activities — Scheduling
events, programs, and activities, as well as the work of others.
HR BUSINESS PARTNER
Staff Support
·
Ability to facilitate difficult conversations between
staff members, and/or
between staff and their supervisor.
·
Prioritizes responsiveness to employee inquiries
while maintaining ability to complete projects.
·
Skills to identify, create, and hold space and time when needed to navigate sensitive themes and topics for an
individual employee and/or groups of employees.
·
Offers transparency and accuracy to let all employees in writing, in meetings such as All Staff, team settings,
and one-on-one about NHA HR policies and benefits.
·
Ability to be aware of and manage expressed
emotions, and to handle interpersonal relationships among and between staff
with fairness and empathy.
·
Engenders trust and confidence among all staff
and is considered a contributor to organizational values and culture.
·
Establishing and Maintaining Interpersonal
Relationships — Developing constructive and cooperative working relationships
with others and maintaining them over time.
·
Resolving Conflicts and Negotiating with Others
— Handling complaints, settling disputes, and resolving grievances and
conflicts, or otherwise negotiating with others.
·
Training and Teaching Others — Identifying the
educational needs of others, developing formal educational or training programs or classes, and
teaching or instructing others.
·
Guiding, Directing, and Motivating Subordinates
— Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.
·
Coordinating the Work and Activities of Others —
Getting members of a group to work together to
accomplish tasks.
·
Interpreting the Meaning of Information for
Others — Translating or explaining what information means and how it can be used.
Management Support
·
Promoting, supporting, and upholding NHA’s mission
·
Ability to coach supervisors and offer helpful
feedback regarding HR matters such as the application of appropriate leave
times and benefits, employee development, and/or communications during times of uncertainty.
·
Offers a strong voice in Management Team meetings and with supervisors that is representative of employees and
their experiences.
·
Developing Objectives and Strategies —
Establishing long-range objectives and specifying the strategies and actions to
achieve them.
·
Organizing, Planning, and Prioritizing Work —
Developing specific goals and plans to prioritize, organize, and accomplish
your work.
·
Establishing and Maintaining Interpersonal
Relationships — Developing constructive and cooperative working relationships
with others and maintaining them over time.
·
Training and Teaching Others — Identifying the
educational needs of others, developing formal educational or training programs or classes, and
teaching or instructing others.
·
Advise managers on organizational policy
matters, such as equal employment opportunity and sexual harassment, and
recommend needed changes.
·
Coaching and Developing Others — Identifying the
developmental needs of others and coaching, mentoring, or otherwise helping
others to improve their knowledge or skills.
Diversity, Equity, and
Inclusion
·
Knowledge and application of current practices
and work related to equity, diversity, and inclusion across the organization.
·
Partner with the Cultural Strategist in work
that helps to dismantle the barriers for Black, Indigenous, and other people of
color; women; LGBTQIA2S+; and other underrepresented groups currently face in
our industry and community.
·
Partner with Cultural Strategist and other
department leaders to understand high level company DEI vision and help translate to actionable goals for both the short and long-term, including but not limited to the following:
o Participate in developing and executing
innovative solutions to strengthen diversity, inclusion, and cultural
competence across the organization
o
Support ideation and development of diversity
training programs and employee resource groups, from initial identification of
needs to content development, implementation, and facilitation
·
Ability to work effectively with staff of all
levels who are diverse with respect to age, race, ethnicity, gender
orientation, socio-economic status, nationality, religion, and culture.
·
Ability to work effectively in an organization
that has recognized its own issues related to equity and is seeking to be more representative of the community.
·
Thinking Creatively — Developing, designing, or
creating new applications, ideas, relationships, systems, or products,
including artistic contributions with a diverse lens to better serve all staff.
Requirements:
·
Ability to maintain a positive attitude and team
focused energies
·
Knowledge and a practice in effective
problem-solving skills
·
Capability in a full range of business
functions and systems
·
Skills in strategic development and planning
·
Ability to identify and resolve conflict
·
Excellent oral and written communications
skills, especially the ability to convey complex or technical information
·
Ability to maintain project momentum and meet deadlines
·
Knowledge of high-level systems organization
with a results driven focus
·
Proven track record of meeting and/or exceeding goals
·
Understanding of business operations and
administrative functions
·
Ability to manage and analyze data
EDUCATION & EXPERIENCE GUIDELINES
Any combination
of experience and training that would likely provide the required knowledge and
abilities is qualifying. A typical way to obtain the knowledge and abilities
would be:
EDUCATION:
Bachelor’s degree in Human Resources Management, Business Administration, or a
related field, or equivalent related work experience
EXPERIENCE: Four
years progressively responsible human resources experience which provides a
broad knowledge base of human resources functions
•
Excellent consulting, coaching and facilitation skills
•
Experience working in an HRIS
•
Comprehensive knowledge of employment and
payroll laws
•
Must be able to maintain confidentiality
LICENSE OR
CERTIFICATE: SPHR or SHRM-SCP or equivalent preferred, or the ability to obtain
similar within twelve months
Physical Requirements:
·
Prolonged periods sitting at a desk and working
on a computer.
·
Must be able to lift to 15 pounds at times.
NHA is committed to supporting a diverse workforce
and does not discriminate in employment based on race, ethnicity, gender, religion, national
origin, age, disability, marital status, sexual preference or any other
status protected by law.