Human Resources Manager

Where culture meets accountability, and everyday leadership decisions shape lasting impact.

Job Description

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

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

Essential Functions

What You Will Do

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