HR Manager/Volunteer Coordinator

Job Purpose & Overview

The Human Resources Manager is a key supporter of the organization’s mission, responsible for building and retaining a workforce that encompasses the organization’s values and advances its impact on the community. The workforce is comprised of paid staff, independent contractors, and volunteers. This position oversees all Human Resource functions—including recruitment, employee relations, compliance, training and development, benefits administration, and organizational culture—to ensure the organization can attract, support, and retain exceptional talent. The Human Resource Manager partners closely with leadership to build systems that reflect the organization’s values and advance its mission.

Roles & Responsibilities

• Talent Acquisition and Onboarding
  • Lead and manage recruitment cycle to attract mission‑driven, and high‑quality candidates.
  • Develop and implement equitable hiring practices that promote diversity.
  • Oversee onboarding processes that orient staff to the organization’s mission, values, and operational standards.
• Employee Relations and Organizational Culture
  • Serve as a confidential and trusted advisor to staff and managers on personnel matters, conflict resolution, and policy interpretation.
  • Promote a respectful, inclusive, and collaborative work environment grounded in the organization’s mission and values.
  • Support initiatives that enhance employee engagement, recognition, and organizational cohesion.
• HR Operations and Compliance
  • Maintain accurate and compliant employee records for mandatory and non-mandatory training, continuing education, and certifications. This may include HIPAA training, anti-harassment training, professional licensure, and aptitude exams and professional certifications.
  • Conduct required background checks and employee eligibility verifications.
  • Oversee HR information system in Paylocity.
  • Manage benefits administration, including health (medical, dental & vision), leave, disability and retirement programs, in partnership with external vendors and internal stakeholders.
  • Coordinate payroll processes in collaboration with the accounting team.
  • Maintain compliance with federal, state, and local employment laws and regulations and recommend best practices; review policies and procedures to maintain compliance.
  • Provide human resources reports to organization leadership.
  • Manage independent contractor agreements and payment for services.
  • Process semi-monthly payroll and benefits for salary and hourly employees.
  • Review benefits and reconcile vendor invoices to payroll withholding in Paylocity.
• Performance Management and Staff Development
  • Identify organizational training needs and guide managers through performance planning, coaching, and evaluation processes that support accountability and professional growth.
  • Assist the executive director with “Emerging Leadership Group” development.
  • Administer and execute, with managers, disciplinary process and investigations, and health and safety protocols.
  • Implement employee recognition programs.
• Policy Development and Strategic Support
  • Review, update, and implement HR policies and the employee handbook to ensure clarity, compliance, and alignment with organizational values.
  • Contribute to strategic planning, workforce planning, and organizational development efforts. Collaborate with chief financial officer and other senior leadership with manpower planning in budget preparation and forecasts.
  • Maintains human resources practices, policies and deploy new ones.
• Volunteers
  • Identify and recruit volunteers to support our mission and outreach to the community.
  • Maintain volunteer handbook and information in Dash system.
  • Spearhead onboarding and training.

Qualifications

Required

• Bachelor’s degree in human resources, business administration, organizational development, or a related field.
• Minimum of 5 years of progressively responsible HR experience, preferably within a nonprofit organization.
• Strong knowledge of employment law, HR best practices, and compliance requirements.
• Demonstrated ability to exercise sound judgment, maintain confidentiality, and navigate sensitive issues with professionalism.
• Excellent communication, interpersonal, and problem‑solving skills.

Preferred

• HR certification (PHR, SHRM‑CP, or equivalent).
• Experience with HRIS platforms and nonprofit payroll or benefits systems.