Human Resources Manager

Position Title: Human Resources Manager

Tier / Category: Tier 4 / Manager

Supervised by: Chief Financial and Human Resources Officer

Employment Status: Full Time

FLSA: Exempt

Location: Remote/USA

NLRA: Management Role

Showing Up for Racial Justice (SURJ) is a national organization that brings white people into fights for racial and economic justice. We work to build the white flank of multiracial majorities fighting for the things all communities need. We organize white people by engaging their shared interest-- what they stand to gain by joining alongside people of color. We do this through 150+ local chapters across the US and Canada, a National Membership base, and local base building projects in the South.

Summary of Position:

SURJ is seeking a Human Resources Manager to manage the day-to-day function of a busy human resources team providing engaging people first service for staff members and supervisors. The Human Resources Manager will work closely with the Chief Financial and Human Resources Officer (CFHRO) and Human Resources Generalist as a team to bring its head-turning people-centric policies that align with our values, strategy and politics to fruition.

A successful person in this role will collaborate in strengthening an organizational culture and workplace that creates conditions for a sustainable, transformative and thriving environment. The Human Resources Manager plays an integral role in administering systems, policies, trainings, and resources that are designed with the most impacted staff in mind – policies for staff who are poor and working-class, staff with disabilities, staff who are transgender and gender non-conforming, staff who are parents, and staff who live and are from the South.

This position will report to the CFHRO.

PRIMARY RESPONSIBILITIES — Essential duties and responsibilities may include, but are not limited to the following:

Priority 1: Develop and Implement Supervisor and Staff Trainings (30%)

• Conduct supervisors skills assessments and create and implement plans for leadership development for the supervisors’ cohort and individuals with insights from the Managing Director and CFHRO.
• Develop and present periodic training on supervision better practices that are interactive, and assist supervisors in broadening their leadership and skills as needed individually and as a group
• Develop and present engaging staff trainings on effective feedback, cultural norms, and managing change, among others
• Provide training for supervisors and staff on organizational policies and procedures

Priority 2: Manage Human Resources Support and Services (30%)

• Supervise, guide, and support the HR Generalist
• Regularly engage with staff to provide support, updates, guidance, and social engagement to build strong relationships, trust, and improve overall culture and cross-organizational relationships
• Collaborate with the CFHRO on policy and procedure updates and revisions to employee handbook, maintain the employee handbook, and conduct a thorough review and update annually.
• Guide the new hire onboarding including policies, procedures, benefits, systems and structure
• Manage staff trainings and feedback processes
• Direct all employment compliance activities in a timely manner
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Enhance orientation as appropriate to meet the current moment and needs both internally and externally focused
• Collaborate with CFHRO and Managing Director on Union matters
• Act as a thought partner with CFHRO in relation to problem solving, employee relations, and capacity in other aspects of HR.
• Supporting other HR functions as assigned.

Priority 3: Guide and Support Supervisors throughout the Employee Life Cycle (25%)

• Guide supervisors through the recruitment and hiring process including support in building job descriptions and conducting tier assessments, sourcing candidates, assisting in shortlisting, issuing employment offer letters, etc.
• Support supervisors with their duties related to the new employee onboarding and introductory period process
• Guide supervisors around SURJ’s culture of supervision and expectations
• Assist supervisors in performance management procedures
• Support supervisors and their staff members in addressing employee relations issues by ensuring there is clear awareness of processes, documentation practices, communication and follow through, including engaging with union representatives.

Priority 4: Payroll and Benefits Administration (15%)

• Manage the system for staff time and attendance and coordinate payroll with vendor including pay authorizations, timesheets, paid time off, leave requests, etc.
• Review and verify payroll register for accuracy and completeness. Discuss any issues with CFHRO and payroll provider.
• Manage the benefits administration process including payroll and insurance carrier liaison, open enrollment process, benefits orientation for new hires, assist staff with benefits questions and utilization. Remain current and knowledgeable on all benefit plans. Guide the benefit plan analysis and review.
• Collaborate with CFHRO around research, development and documentation of policies and procedures related to compensation, salary structure, benefits and other working conditions to be shared with the union
• Ensure job descriptions and tier assessments align with the salary structure and advise supervisors on necessary revisions
• Ensure that records of personnel-related data (payroll, personnel files, leave documents, job descriptions file, etc.) are well maintained and all employment requirements are met

QUALIFICATIONS:

• Minimum of 5 years of human resources management experience
• Minimum of 3 years of supervision experience
• Experience creating and facilitating trainings
• Human Resources certification preferred
• A demonstrated commitment to justice and liberation for all people and an open-hearted approach to the work. Strong alignment with SURJ’s theory of change
• While driving for work is unlikely, all those who drive for work must abide by our driving policy
• SURJ requires all employees to be fully vaccinated against COVID-19, subject to reasonable accommodation under federal, state, and local law. Accommodations may be not possible for positions that require in-person contact with other staff or members of the public

KNOWLEDGE:

• Demonstrated knowledge of human resources and a commitment to continuing education in the field
• Demonstrated experience with payroll processing
• Knowledgeable about human resources policy research and development
• Knowledgeable about organizational and inclusive culture and supervision theories and non-profit practices
• Knowledgeable of how health, dental, vision and disability insurance works and how to navigate these bureaucratic systems while advocating for our staff
• Knowledgeable of equitable recruitment and hiring better practices
• Google Workspace proficiency and experience with data tracking
• Experience in progressive and/or social movement organizations preferred

SKILLS:

• Excellent interpersonal skills and capacity to work with people across a wide range of differences such as in class, gender, and employment history
• Skilled in establishing and maintaining trusted and effective working relationships
• Skilled active listener that has the ability to make people feel heard and understood, even when we can’t meet a need or change a policy immediately
• Experienced at skillfully interweaving the compliance pieces of the role with supporting staff in a deeply caring manner
• Skilled and engaging facilitator for a range of gatherings from staff meetings to supervisor trainings to one-on-one difficult conversations
• Extremely personable – open, kind and caring. Staff should want to talk to this person and feel they can connect with them. Open door policy and warmth that draws staff to this person.
• Excellent verbal and written communication skills
• High level of collaborative and team-based skills
• Excellent judgment, with the ability to react with appropriate urgency and take effective action even without having the total picture.
• High level of attention to detail in the work
• Experience working remotely and comfortable working and building relationships with colleagues via video conferencing

ABILITIES:

• Demonstrated ability to be an effective and engaging leader of a small, collaborative team
• Demonstrated ability to build and conduct engaging and impactful trainings
• Ability to handle confidential and/or sensitive organizational and personal information with tact and diplomacy
• The ability to learn new technologies and practices quickly.
• Strong ability to complete complex tasks and projects with limited guidance
• Demonstrated ability to translate complex policies into everyday language, create clear presentations explaining policies, and establish spaces where staff feel encouraged to bring questions and ask for support
• Ability to look ahead and anticipate needs
• The ability to prioritize work and make grounded assessments of how long tasks will take
• Demonstrated ability to pivot easily and manage organizational growth and change