Job Details
Job Description

 Job Announcement

Human Resource Manager

 

Northwest Housing Alternatives is offering an exciting and dynamic employment opportunity for an experienced HR partner to develop, communicate, and implement key HR programs, best practices, and people-oriented solutions with our senior management team.

 

Northwest Housing Alternatives’ (NHA) mission is to provide opportunity through affordable housing to Oregonians with low and limited incomes including families, seniors, people with disabilities, and people experiencing homelessness. Founded in 1982, Northwest Housing Alternatives (NHA) is the leading not-for-profit developer of affordable housing in Oregon. Our mission is to create opportunity through housing. To that end, NHA develops, builds, and manages rental housing designed for Oregonians with extremely limited incomes; most NHA households earn less than $16,000 per year. For more information about NHA, please visit nwhousing.org.

 

We are looking for a leader who has proven experience with both HR administration and HR business partnerships. We are searching for an HR Manager who is anti-racist, culturally competent, and is a part of and/or has worked with communities who have been historically and presently oppressed. We need a manager who thrives in a fast-paced environment and can solve complex problems, can listen and provide guidance/mentorship to all levels of staff, and who can facilitate challenging conversations that are restorative. We need a manager who has proven success with strategies that lead to effective and equitable human resources processes and support the advancement of our mission and goals.

 

This is an exempt position that will work a typical work schedule of Monday - Friday 8:30 am - 5:30 pm at the main office in Milwaukie, Oregon. Work is currently being done remotely due to COVID-19.

 

The pay range is $75,000 – 90,000 a year.

 

This position will remain open through June 14, 2021, or until filled. To apply please submit your resume and cover letter along with the job application.

Core Duties and Responsibilities:

1.     Systems & Process

·       Timely and accurate administration and project management of our electronic human resource system

·       Ability to identify and evaluate risk to the organization associated with HR issues and make recommendations/decisions accordingly.

2.       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.   

3.       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.

4.       Management Support

·         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.

 

5.       Diversity, Equity, & Inclusion

·         Knowledge and application of current practices and work related to equity, diversity, and inclusion across the organization.

·         Partner with the Cultural Strategist and other department leaders 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.

 

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 result driven focus

·Proven track record of meeting and/or exceeding goals

·Understanding of business operations and administrative functions

·Ability to manage and analyze data

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.

___________________________________________________________________________________________________________________________________________________________________________________________________


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 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.