Human Resources Manager

Reports To: Director of Operations

Status:Full-Time, Exempt

Salary Range: $65,000-$75,000

Benefits:HMO, Dental, Vision, and Life Insurancefullycovered by the employer. Generous holiday schedule and paid time off. Free onsite gym.

Location:Hybrid in-person/work-from-home

General Role Description

The Human Resources Manager administers and strengthens the organizations human resources programs, including recruitment, onboarding, employee relations, benefits administration, payroll coordination, performance management, compliance, training, and HR operations. Reporting to the Chief Financial Officer, this position serves as the primary HR resource for employees and managers and helps ensure that HR practices support organizational goals, compliance requirements, and a positive employee experience.

Responsibilities

Recruitment, Hiring, Onboarding, Offboarding, Succession Planning

• Manage the full-cycle recruitment process, including job postings, candidate coordination, interviews, reference checks, and offer administration
• Partner with hiring managers to develop job descriptions and support effective hiring decisions.
• Manage onboarding and orientation for new employees
• Develop and standardize onboarding expectations, schedules, and procedures with the leadership team
• Manage employee offboarding, including exit interviews and separation documentation
• Analyze offboarding trends and recommend process improvements
• Track recruitment and turnover metrics and identify opportunities for improvement
• Create and maintain succession plans for key positions

Professional Development/Performance Management

• Administer the organizations performance management process, including goal setting and performance reviews
• Support performance improvement plans and related documentation
• Provide guidance and coaching to managers on employee performance, employee relations, professional development, and corrective action matters
• Coordinate employee training and development programs, including compliance, leadership, and skills-based training
• Maintain performance management and training records, reporting, and compliance requirements
• Partner with leadership to identify employee development needs and support learning opportunities across the organization

Regulatory and Compliance

• Develop and update HR policies, procedures, and guidelines
• Ensure policies align with applicable laws and regulations
• Monitor HR compliance requirements and partner with legal counsel, outside advisors, and leadership as needed to address employment-related matters

Culture and Employee Relations

• Serve as the primary HR contact for employees, providing guidance, resources, and support on workplace and employment-related matters
• Foster a positive and inclusive workplace culture through employee engagement, communication, recognition, and retention initiatives
• Partner with leadership to implement HR policies, support employee relations, and address workplace concerns
• Conduct or support employee relations investigations and recommend appropriate resolutions.
• Coordinate employee appreciation, recognition, and engagement activities, including staff events and milestone celebrations

Compensation

• Support compensation administration activities, including salary benchmarking, market data collection, and pay-related reporting
• Assist leadership with compensation reviews and annual salary planning

Benefits Management/Payroll

• Prepare, audit, and coordinate biweekly payroll, partnering with the Director of Operations, who performs final payroll review and processing
• Manage employee benefits, leave administration, and employee support related to HR programs
• Maintain HR records, reporting, compliance, and data integrity across payroll, benefits, and HR systems
• Partner with Finance and external vendors to support payroll, benefits, audits, and other HR administrative processes

HRIS/Technology

• Maintain HRIS data integrity, reporting, workflows, and employee records
• Generate reports and metrics to support HR and organizational decision-making

HR Operations & Reporting

• Monitor key HR metrics including turnover, recruiting activity, benefit participation, and employee demographics
• Identify opportunities to improve HR processes, systems, and employee experience
• Support organizational planning efforts by providing HR data and recommendations

Perform other duties as assigned to further the reputation and financial stability of Resilience.

Required Qualifications

• Bachelors degree in human resources, business administration, or a related field required
• Advanced degree in HR, business, public administration, or a related field highly desirable
• SHRM-SCP, PHR, or SPHR certification is a plus
• Minimum five years of HR generalist experience required and should include benefits, employee relations, performance management, recruitment, HRIS, and training and development
• Familiarity with strategic planning, compensation practices, data analysis, and organizational development
• Demonstrated leadership skills, including experience advising and educating senior leaders on HR-related topics
• Strong understanding of current HR trends in compensation, benefits, and performance evaluation
• Experience revising or developing HR policies and procedures to meet changing organizational needs and support a healthy workplace culture
• Understanding of inclusive workplace practices and experience supporting employee engagement across a diverse, multigenerational workforce
• Excellent interpersonal and communication skills; able to partner effectively with internal and external colleagues and set clear expectations through listening, writing, and presenting
• Strong project management skills; ability to plan, implement, and manage HR programs and functions and to apply relevant policies, procedures, laws, and regulations
• Demonstrated ability to coach and support employees at all levels confidentially and effectively through conflict resolution
• Resourceful and able to find creative solutions while recognizing the impact of decisions and actions across the organization
• Working knowledge of Chicago, Illinois, and federal laws and regulations affecting employer practices and compliance requirements; specific knowledge of requirements for 501(c)(3) organizations preferred
• Desire to be part of a hardworking, collaborative, fun, and values-driven team
• Ability to work effectively in a small, mission-driven, trauma-informed organization
  

Organizational Requirements

• Exceptional executive functioning skills

• Adaptability, conscientiousness, and reliability

• Excellent verbal and written communication skills

• Ability to give and receive honest, constructive feedback

• Ability to take initiative and work independently, as well as in a team environment that includes cross-department coordination

• Passion for Resilience's mission required

• Flexibility to work occasional evening and weekend hours
• Completion of minimum 40-hours of sexual assault training within 90 days of hire