Neighborhood House

Human Resources Manager

Neighborhood House

full-time

Posted on:

Location Type: Office

Location: Portland • Oregon • United States

Visit company website

Explore more

✨ AI Apply
Apply

Salary

💰 $77,058 - $83,856 per year

About the role

  • 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.

Requirements

  • Bachelor’s degree in a related field
  • Minimum 5 years of HR experience, ideally in a nonprofit or social services environment.
  • Minimum of 3 years of supervisory experience, including direct oversight of HR staff or a team.
  • Extensive knowledge of federal and state employment laws, regulations, and compliance requirements.
  • Proven experience in strategic HR leadership, employee relations, performance management, HR policy development, and conflict resolution.
  • Ability to facilitate sensitive conversations, mediate conflicts, and de-escalate heightened situations effectively.
  • Experience coaching and mentoring supervisors and new leaders on leadership best practices and performance management.
  • Excellent interpersonal, verbal, and written communication skills with the ability to build trust at all levels.
  • Public speaking and presentation skills, with the ability to clearly communicate HR policies and organizational updates to different audiences.
  • Demonstrated ability to work effectively with individuals from diverse communities and cultures and communicate effectively with individuals whose English language skills are limited.
  • Ability to plan and execute HR projects (e.g., system implementations, policy rollouts, organization-wide training).
  • Analytical skills, including the ability to track HR metrics, interpret data, and make data-driven recommendations.
  • Knowledge of adult learning theories preferred.
  • DEI certificate or equivalent training in diversity, equity, and inclusion.
  • SHRM-CP or PHR certification at date of hire or within 90 days of hire.
Benefits
  • 26 days of PTO and 12 paid holidays per year (PTO increases to 31 days after 2 years of employment)
  • Affordable health insurance with 95% of the employee premium paid by NH
  • 403b retirement plan
  • Company-paid life insurance.
  • Voluntary life, long-term disability, accident, and critical illness insurance.
  • Flexible Spending Account (FSA)
  • Employee Assistance Program (EAP) with free counseling
Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools
HR policy developmentperformance managementemployee relationsconflict resolutionworkforce analyticsHRIS systemsdata-driven recommendationstraining program designbudgeting for professional developmentcompliance with employment laws
Soft Skills
interpersonal skillsverbal communicationwritten communicationpublic speakingpresentation skillscoachingmentoringconflict mediationsensitivity in conversationsteam collaboration
Certifications
Bachelor's degreeDEI certificateSHRM-CPPHR