Self Enhancement, Inc. is seeking a mission-driven, self-aware, highly organized and highly motivated Human Resources (People & Culture) Management professional with a heart to serve and low ego needs. Our new Human Resources (People & Culture) Manager will lead and direct the day-to-day, routine functional operations of our incredible Human Resources (HR) [People & Culture] department, including but not limited to planning, leading, directing, developing, and coordinating the policies, activities, and staff of the Human Resources (HR) [People & Culture] department, ensuring legal compliance and implementation of the organization’s mission and talent management strategy. The Human Resources (People & Culture) Manager is also responsible for overseeing the agency’s total rewards program offerings, administering compensation & benefits, leaves of absence, and enforcing the agency’s employment policies and practices.
Primary Responsibilities
Supervisory Responsibilities
Under the direct supervision of the Chief of People & Strategy, oversees the daily workflow, prioritization, and ensures accountability of the day-to-day operations of the HR (People & Culture) department.
Provides timely developmental, constructive, and performance feedback.
Handles highly confidential workplace disciplinary actions and termination of employees in accordance with the agency’s standards and policies.
Oversees full cycle recruiting, hiring, onboarding, orientation, and core training process for all new SEI staff members.
Recruits, interviews, hires, and trains new staff in the HR (People & Culture) department.
Job Duties & Responsibilities
Partners with the agency’s extended leadership team to understand and execute the organization’s Human Resources (People & Culture) and Talent Strategy particularly as it relates to the agency’s current and future talent needs, recruiting, retention, and succession planning.
Provides support and guidance to the HR generalists, Learning & Staff Development Manager, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate and highly confidential matters and circumstances such as providing reasonable accommodations, investigating workplace allegations of wrongdoing, and terminations.
Manages the Talent Acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for current and future openings.
Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Under the direct supervision of the Chief of People & Strategy Officer, partners with the Learning & Staff Development manager, and other relevant stakeholders to re-imagine and re-engineer comprehensive learning and development programs and initiatives that provide internal development opportunities for all SEI staff employees.
Oversees employee disciplinary meetings, terminations, and highly confidential workplace investigations.
Under the direct supervision of the Chief People & Strategy Officer (CPSO) and the Chief Compliance Officer (CCO), maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Partners with the Chief of People & Strategy, the Learning & Staff Development manager, HR Generalists, and other relevant stakeholders to create and provide monthly, quarterly, and annual HR (People & Culture) dashboards and reports outlining agency-wide HR data and metrics.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the agency’s HRIS and Talent Management applicant tracking systems (ATS).
Performs other duties as assigned.
Qualifications
Required Knowledge, Skills, Abilities
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
Education and Experience:
Bachelor’s degree in Human Resources, Business Administration, and or related field required.
A minimum of three years of human resource management experience preferred.
HR Management Certification, SHRM-CP, or SHRM-SCP highly desired.
Physical Requirements
Prolonged periods of sitting at a desk and working on a computer.
Must be able to lift 15 pounds at times.
Must be able to access and navigate each department at the organization’s facilities.
Seniority level
Mid-Senior level
Employment type
Full-time
Job function
Human Resources
Industries
Non-profit Organizations
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