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Human Resources Manager 

 

Position Purpose: 

The HR Manager is responsible for overseeing all aspects of human resources practices and processes within the organization. This role involves managing recruitment, employee relations, performance management, training and development, and compliance with labor laws. The HR Manager will work closely with senior management to develop and implement HR strategies that support the organization's goals and foster a positive work environment. The ideal candidate will be a strategic thinker with strong leadership skills, capable of driving HR initiatives that enhance employee engagement and organizational effectiveness. 

Position functions/relationships 

This person reports directly to the CFO/COO but will provide input and feedback to the entire Senior Leadership Team and work with all IFA staff in the implementation of process and procedures.  

Responsibilities 

Recruitment and Staffing: 

Develop and implement recruitment strategies to attract top talent. 

Work with hiring managers to conduct interviews, evaluate candidates, and make recommendations for hiring. 

Oversee the onboarding process for new employees.  

Ensure job descriptions and salary structures are equitable and are aligned with IFA policies. 

Assess and ensure that staffing levels across programs align with organizational needs, adjusting roles or resources as necessary. 

 

Employee Relations: 

Serve as a point of contact for employee concerns and grievances. 

Mediate and resolve conflicts between employees. 

Foster a positive and inclusive workplace culture. 

 

Performance Management: 

Design and implement performance appraisal systems. 

Provide guidance and support to managers on performance-related issues. 

Develop and monitor employee development plans. 

 

Training and Development: 

Identify training needs and coordinate training programs. 

Facilitate workshops and seminars to enhance employee skills. 

Develop coaching programs and strengths-based development initiatives to support leadership growth and employee engagement. 

 

Compliance and Legal: 

Ensure compliance with labor laws and regulations. 

Maintain and update HR policies and procedures. 

Handle employee documentation and records management. 

Ensure culturally responsive HR policies that reflect a commitment to diversity, equity, inclusion, and belonging (DEIB). 

 

Strategic HR Planning: 

Collaborate with the CFO/COO to align HR strategies with business goals. 

Analyze HR metrics and provide insights for decision-making. 

Lead HR projects and initiatives to improve organizational effectiveness. 

Establish clear policies and structured HR processes that promote stability and reduce stress for employees. 

Clarify organizational charts, reporting structures, and decision-making processes to improve transparency. 

 

Compensation and Benefits: 

Oversee the administration of employee benefits programs. 

Conduct salary benchmarking and manage compensation structures. 

Ensure competitive and equitable compensation practices. 

 

Qualifications and Experience   

Bachelor's degree in Human Resources, Business Administration, or related field. A Master's degree or HR certification (e.g., SHRM-CP, PHR) is a plus. 

Minimum of 5 years of experience in HR management or a related field. 

Strong interpersonal and communication skills, leadership abilities, and proficiency in HR software. 

Discretion and confidentiality are a requirement  

Experience designing and facilitating coaching or leadership development programs. 

Ability to balance organizational transparency with confidentiality and discretion. 

Proven ability to create HR policies that are clear, responsive, and accessible across all levels of the organization. 

Ability to organize a daily workload by priorities  

Must be able to meet deadlines in a fast-paced quickly changing environment  

A proactive approach to problem-solving with strong decision-making skills  

Professional level verbal and written communication skills   

Ability to work and relate to people effectively in a multicultural work environment within a non-profit setting.  Bonus: Experience with trauma-informed HR practices, restorative HR approaches, or supporting employees through crisis and workplace stress.