Human Resources Manager

The HR Manager will serve as the organization's primary human resources professional, responsible for building and standardizing HR infrastructure, leading recruitment and hiring, and ensuring compliance with federal and Oregon employment law. This is an ideal role for someone who enjoys both the strategic work of designing policies and systems and the hands-on work of managing day-to-day HR operations for a small, mission-driven team.  They will also be responsible for processing payroll and some other accounting duties. This role reports directly to the Chief Operating Officer.

ESSENTIAL RESPONSIBILITIES 

Employee Lifecycle & Relations

• Manage the entire employee lifecycle, from recruitment, onboarding, retention, and offboarding strategies. 
• Post job description to job websites.  
• Create a standardized hiring process that is consistent and equitable.  This includes resumes review, scheduling interviews, drafting interview questions, conducting the screening interview, etc.  
• Create and manage a standardized onboarding process and checklist.
• Manage new hire paperwork and set up new hires in various systems (Health Insurance, 403b, etc), and complete orientation for each employee.
• Manage all benefits, including health care, 403(b), etc. Support annual benefits renewal and open enrollment processes 
• Serve as a point of contact for employee questions, concerns, and workplace issues.
• Support managers with performance management, progressive discipline, and conflict resolution.

Policy and Process Standardization

• With the COO, build out a robust system of policies at CEP to provide clear operating guidance across all levels of the organization.
• Collect, create, and maintain job descriptions for all positions organization-wide
• Build consistent recordkeeping and documentation practices.

Payroll & Accounting

• Track, update, and maintain employee timesheets.  
• Process payroll twice a month.
• Manage vacation and sick time tracking for all employees.
• Other accounting duties as assigned.

Other Duties

• Manage the CEP office space by ordering office supplies, coordinating with the landlord on repairs or cleaning, maintain filling systems, etc. 
• Ensure compliance with federal employment law and Oregon-specific requirements.
• Monitor regulatory changes affecting nonprofit employers and federal grant recipients, and advise leadership on necessary policy updates
• Maintain compliant personnel files and required labor law postings
• Advise COO on HR best practices and organizational needs.
• Track HR metrics (turnover, time-to-hire, etc.) and report on trends
• Foster a collaborative and inclusive workplace culture based on CEP’s values.  Celebrate Employee milestones.
• Manage CEP Insurance renewals and COI’s for grants.
• Other duties as assigned.  

Qualifications and Requirements

1. Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent professional experience 
2. 3–5 years of progressive HR experience.
3. Strong working knowledge of federal employment law; familiarity with Oregon employment law strongly preferred 
4. Demonstrated experience managing full-cycle recruitment and developing HR policies/processes from the ground up 
5. Experience working with Microsoft Suite and Google Workplace (sheets, docs).
6. Willingness to learn and develop new internal reporting systems.
7. Excellent judgment, discretion, and ability to handle confidential and sensitive information.  Excellent interpersonal skills with diverse individuals and groups of people.
8. Dedication to working collaboratively and a cooperative, flexible attitude.  Highly organized and dependable.
9. Strong interest and passion for the mission of CEP.  Lived experience preferred.
10. Excellent organizational skills and accuracy are important qualifications for this position, as well as the ability to communicate clearly. This position requires a skilled multi-tasker, who is reliable and is committed to consistently meeting deadlines. 
11. We strongly encourage people from underrepresented groups to apply.

Statement of Inclusion

Community Energy Project is an Equal Opportunity Employer. Community Energy Project values and operates by a policy of inclusion, providing equal opportunity to all persons regardless of their protected status, including race, color, creed, religion, sex, age, national origin, marital status, sexual orientation, gender identity, disability, and/or any other class determined by law.

Benefits 

 CEP is proud to offer a robust benefits package that includes paying 100% of the monthly premium for employee-only health care coverage. CEP also contributes 3% of the employee’s salary to their 403 (b).  We offer 10 days of vacation time off per year, 12 days of sick time per year, 11 days of paid time off for nationally recognized holidays, as well as paid days between Christmas and New Years Eve. Eight weeks paid sabbatical at six years.