Neighborhood House

Human Resources

• Partner with the Senior Leadership Team to align HR strategies with the organization’s mission, vision, values, and long-term goals.
• Provide strategic HR guidance to leadership on workforce planning, organizational structure, succession planning, and employee development.
• Contribute HR data and insights to support organizational planning and decision-making.
• Lead initiatives that strengthen organizational culture, employee engagement, and retention.
• Develop and implement HR strategies that support a diverse, equitable, and inclusive workplace.
• Design and lead training programs and leadership development efforts.
• Serve as the senior advisor to supervisors and leadership on complex employee relations matters.
• Provide guidance on performance management, progressive discipline, workplace conflict, and employee conduct.
• Lead investigations into workplace concerns, ensuring a fair, impartial, thorough, and confidential process.
• Support supervisors in addressing performance gaps and employee concerns.
• Ensure consistent and equitable application of policies across programs and sites.
• Collaborate with HR consultant and attorney regarding risk mitigation.
• Oversee the organization’s annual performance planning and performance review cycle, ensuring the process is implemented consistently across all programs.
• Monitor completion and quality of performance reviews across the organization and follow up with managers as needed.
• Develop and maintain performance management tools, templates, and timelines to support effective goal setting, performance evaluation, and professional development.
• Meet regularly with program directors and managers to review staffing issues, provide coaching on performance management, and support effective supervision practices.
• Provide guidance to managers on setting clear expectations, delivering constructive feedback, and addressing performance concerns early and effectively.
• Support supervisors in developing performance improvement plans and coaching strategies when performance concerns arise.
• Identify trends in performance management, supervision challenges, and employee relations issues and provide proactive training or resources to managers.
• Support managers in budgeting for and developing professional development plans for all staff in conjunction with the PPR process.
• Lead compensation strategy, including advising on salary structures and pay bands, internal equity analysis, pay adjustments, promotions, and interim pay decisions.
• Ensure compliance with federal, state, and local pay equity laws.
• Advise leadership on compensation strategy and workforce cost impacts.
• Lead the development and implementation of HR policies and procedures.
• Oversee annual updates to the Employee Handbook.
• Ensure compliance with federal, state, and local employment laws.
• Provide guidance to leadership regarding legal risks and employment compliance.
• Oversee required annual reporting and filing such as EEO-1, non-discrimination testing, form 5500, and OSHA logs.
• Design and deliver leadership training for managers on topics including performance management, employee relations, workplace culture, and supervision and accountability.
• Oversee the administration of HR programs, including benefits, leave management, and HRIS systems.
• Provide guidance and oversight of day-to-day HR operations.
• Evaluate and implement HR systems and process improvements.
• Review HR metrics such as turnover, retention, leave usage, and staffing trends.
• Provide workforce analytics and recommendations to leadership.
• Use HR data to inform strategic planning and retention initiatives.
• Provide guidance and updates to the HR committee.
• In partnership with the Operations Manager, oversee and support the organization’s Safety Committee, ensuring compliance with workplace safety requirements, facilitating regular meetings, and promoting a culture of safety across programs and sites.
• Provide consistent supervision, coaching, and mentorship to staff, fostering professional growth and continuous skill development.
• Set clear goals and expectations, and manage performance in alignment with organizational policies.
• Promote a positive, inclusive, and collaborative team culture that supports engagement and retention.
• Ensure staff have the tools, resources, and training needed to be successful in their roles.
• Communicate openly with staff through regular 1:1 check-ins, feedback, and team meetings.

Human Resources Manager