L O W INCOME INVESTMENT FUND

Human Resources Manager

L ocation: San Francisco, Los Angeles, New York, Atlanta, or Washington, DC
Re p orts to: EVP – Chief People Officer
Exempt classification: Exempt
Status: Regular, Full time or Part time
Management Level: Supervisor
Salary range: $130,000 to $140,000 Annually

THE COMPANY:
Low Income Investment Fund (LIIF) is a national community development financial institution (CDFI), headquartered in San Francisco with offices in New York City, Atlanta, Los Angeles and Washington, D.C., that invests in communities of opportunity, equity and well-being. As a CDFI, LIIF supports projects that have high social value but lack access to traditional financial institutions. Since 1984, LIIF has deployed more than $3.1 billion to serve more than two million people in communities across the country from its five offices. An S&P-rated organization, LIIF funds healthy communities by providing innovative capital solutions. Currently, LIIF is driving $5 billion in investments to advance racial equity (2020-2030). More on LIIF can be found at liifund.org. POSITION SUMMARY:
Reporting to the Chief People Officer, the Human Resources Manager (HRM) oversees the various services, policies, procedures, and programs within the HR department. This ranges from supervision of HR team members, overseeing talent management (recruitment, compensation, performance, disciplinary, separation, retention, rewards), payroll compliance, benefits administration, and employee relations. In addition, the HR Manager ensures practices are compliant with State and Federal guidelines, and coordinates the administering of services like onboarding, benefits, performance, leaves of absences, workers compensation and training.

Selected individual also supports the Chief People Officer with developing the strategic plan for the HR department. The HR Manager collaborates closely with leaders at multiple levels to drive change, maintain key operational procedures, create new processes, and ensures day to day operational excellence.

In addition to HR oversight, the HRM will have working knowledge of Office Services and Administration. The individual will be well versed in facilities, building office leases, and people management within these spaces. It is not expected that the HRM oversee these functions, but there is a benefit to having familiarity with these responsibilities as part of the People Services Management Team.

The HR Manager maintains and develops effective internal procedures, supports employee-related issues, and ensures the department functions with the highest degree of excellence and integrity. In addition, the HR Manager keeps performance at optimal levels and timely communicates when there are delays or shortfalls. Most importantly, this individual will serve as the subject matter expert and use HR acumen to identify problems, find solutions, and nurture job satisfaction.

The HR Manager easily connects with people and has a detail-oriented mindset to manage the changing nature of the workforce. The role requires the individual to serve as a liaison between management and staff with an ability to develop and implement HR strategies and initiatives that align with the overall department and business strategies.

PRIMARY DUTIES AND RESPONSIBILITIES:

• Serve as trusted advocate and advisor to staff on all levels on matters of HR, benefits, professional development, employee relations, health, and safety, leaves of absences, risk management, payroll, and building administration.
• Act as a key business partner to staff.
• Passionately drive results by thinking and acting quickly to ensure the long-term best interest of company objectives.
• Bridge management and employee relations by addressing demands, grievances or other issues in a timely and accurate manner.
• Support current and future business needs through the development, engagement, motivation and preservation of human capital.
• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization.
• Oversee and manage the performance appraisal system that drives high performance.
• Nurture a positive working environment.
• Stay connected to competitive landscape, including trends in human resources.
• Manage the staffing process including recruitment, performance, training, and payroll.
• Manage the administration of employee recognition programs to motivate and reward outstanding performance.
• Ensure job descriptions are up to date and compliant with all local, state, and federal regulations.
• Develop training materials and performance management programs to help ensure employees understand their job responsibilities.
• Investigate employee relation matters and report up/out as necessary.
• Ensure LIIF is compliant with local, state, and federal regulations. Provide reports and updates on performance and adherence to business requirements.
• Lead by example with the highest ethical standards, integrity, customer service, and enthusiasm.
• Work directly with our teams across LIIF to ensure the right resources are in place to successfully execute goals and objectives, manage and hold multi-disciplinary
• teams accountable to meet timelines, and help position organization for growth through successful execution of core services.
• Build strong relationships with internal and external stakeholders, fostering trust and promoting collaboration.
• Protect and enhance department and organization’s reputation by delivering service with excellence and error-free.
• Adhere to the organization’s core values and guiding principles.

DEPARTMENT SPECIFIC RESPONSIBILITIES:

• Support departments in the development and delivery of strategic HR plans to fit with the overall business direction.
• Maintain management guidelines by preparing, updating, and recommending HR policies and procedures.
• Champion the onboarding process, ensuring the process is up to date and of high quality, providing clarity and connection for all employee and their role in relation to the overall vision.
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.
• Carry out special projects as required.
• These statements describe the primary duties and responsibilities of the job and are not intended to be an exhaustive list of all tasks. Other work duties may be assigned at any time with or without notice.

SKILLS, KNOWLEDGE, AND ABILITIES REQUIRED:

• Human Resources: Broad range of HR strategies and practices, including recruitment, payroll, performance management, health and safety, benefits, leaves of absence, and employee relations.
• Emotional Intelligence: Energetic, forward-thinking, and creative individual with high-ethical standards and an appropriate professional image
• Business Acumen: Ability to apply HR strategies and practices in compliance with HR Best Practices.
• Interpersonal: Strong interpersonal skills and the ability to build rapport across the company while quickly and confidently gaining respect of others, including superior listening and coaching skills.
• Analytical: Experience with analyzing data to guide strategic employment planning.
• Payroll: Supervise and coordinate activities of payroll.
• Communication: Effective verbal and written communication skills.
• Problem Solving: Ability to interpret and analyze complex data and exercise initiative, sound judgment, problem-solving, and decision-making.
• Technical: Ability to operate technical devices (e.g., computer, databases, laptop, tablet, smartphone etc.)
• Office Services & Administration: Ability to support facilities, building management, and people teams within this space.

TEAMWORK/CUSTOMER RELATION RESPONSIBILITIES:

• Establishes effective working relations with cross functional team(s).
• Contributes to a high performing/positive team culture.
• Shares knowledge, time, and expertise to assist other members of team
• Ability to manage, mentor, and nurture staff as required.

EDUCATIONAL AND OTHER REQUIREMENTS:

• An advanced degree in Human Resources, Organizational Development, Business Administration, or related is preferred but not required.
• Min. Bachelor’s Degree: Graduate from an accredited school. Area of emphasis: Human Resources, Organizational Development, Business, or related degree.
• Senior Professional in Human Resources Certificate Preferred: SHRM Designate or Equivalent
• Minimum of 7 years of demonstrated success within human resources, including management of a small to mid-size HR department.
• Minimum of 3 years of demonstrated success working within a not-for-profit, fast paced environment.
• Experience working with multi-state, multi-location environments preferred.
• Travel as needed: The incumbent will need to travel to other LIIF offices, currently in San Francisco, Los Angeles, DC, Atlanta, New York and affiliates in Ohio.
• Valid Driver’s License Required - Driving to meetings and/or events may be necessary.

Additional Requirement:

All Low Income Investment Fund (LIIF) employees must be fully vaccinated against COVID-19. In accordance with LIIF's policies, we provide reasonable accommodations, absent undue hardship, to qualified individuals who cannot get vaccinated against COVID-19 because of sincerely held religious or medical reasons. If you believe you need an accommodation from the vaccination mandate required by this policy, please notify our Human Resources Department.

HOW TO APPLY :

Please apply with Resume and Cover Letter via our recruitment portal:

Recruitment (adp.com)

Notice to Third Party Recruitment Agencies:

Please note that Low Income Investment Fund does not accept unsolicited resumes from recruiters or employment agencies. In the absence of an executed Recruitment Services Agreement, there will be no obligation to any referral compensation or recruiter fee.

In the event a recruiter or agency submits a resume or candidate without an agreement Low Income Investment Fund shall explicitly reserve the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, shall be deemed the property of Low Income Investment Fund.

We do not accept unsolicited phone calls. Only candidates being considered for a position will be contacted.

LIIF, an EOE (Equal Opportunity Employer), believes that diversity ensures excellence. All qualified applicants will receive consideration for employment without regard to race, color, religion, sexual orientation, gender, or national origin. Candidates of diverse background and with diverse experience are strongly encouraged to apply for this position.