About the role
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
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