Human Resource Manager

at  Rising Ground Inc

ADDITIONAL REQUIREMENTS:

• Authorized to work in the U.S.
• Ability to work in-person in New York City (NY) for at least 3 days or more per week.
• Ability to travel to other Rising Ground sites as necessary.

PREFERRED QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business Administration, or related field required, or equivalent work experience
• SHRM-CP or SHRM-SCP or HRCI highly desired.
• Knowledge of and working experience with non-profit organizations
• Strong quantitative and statistical skills and experience with HR data analysis and reports
• Working knowledge of employment laws, and EEO compliance and reporting requirements
• Knowledge of compensation structures and models highly preferred.
  Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

ABOUT THE ROLE

The Human Resource Manager will provide support, guidance, leadership and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, and enforcing company policies and practices. The HR Manager is a key leader on the HR Leadership team who works to advance the overall mission of the organization and team by delivering a candidate and employee focused experience for those that engage with Rising Ground. This role provides strategic leadership and vision for the organization committed to being an employer-of-choice and for fostering a culture that is diverse, equitable, inclusive and forward thinking. The HR Manager drives recruitment and retention results, while delivering an overall positive work environment for the staff and external entities.

Responsibilities:

• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
• Recruits, interviews, hires, and trains new staff in the department, most specifically related to the TA/ OB functions.
• Directly oversees the daily workflow of the TA/OB team, with responsibility for the broader overall HR product.
• Ensures the adherence to values, expectations, and performance metrics for the TA/OB teams.
• Drives internal and external recruitment efforts and strategies, building vendor and workforce resource relationships
• Provides constructive and timely performance evaluations and cadenced feedback sessions.
• Assists with performance management, discipline, and termination of employees in accordance with company policy.
• Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provides support and guidance to Talent Acquisition/ Onboarding teams, as well as generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Analyzes trends in workforce planning initiatives; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Creates learning and development programs and initiatives that provide internal development opportunities for employees.
• Assists with employee disciplinary meetings, terminations, and investigations.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Builds, fosters, and cultivates relationships with hiring managers and programmatic leaders in order to drive recruitment and retention results.
• Aggressively manages the recruitment performance tracker to ensure a sense of urgency and a timely and positive candidate and hiring manager experience.
• Ability to travel to various organizational locations, inclusive of site visits, job fairs, meetings, trainings, and vendor relationships in order to drive results.
• Partners with the HR leadership team to support and deliver employee experience events and functions at various Rising Ground locations.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Performs other duties as assigned.

The pay rate for this position is between $80,000 - $100,000/Yr., depending on experience and fit for the role. Rising Ground offers competitive compensation based on the midpoint of the market among not-for-profit organizations of similar size. We believe in compensating staff members fairly in relation to each other, their qualifications, and their impact on behalf of the organization, and take internal and external equity seriously. Given our commitment to equity, Rising Ground does not negotiate compensation offers; instead, each compensation offer is determined carefully using external and internal benchmarking. You will have an opportunity to discuss compensation in more detail after you begin the application process. Rising Ground also provides competitive, comprehensive benefits, recognition, and career development. Our current benefits include:

• Medical, Dental & Vision Benefits
• Flexible Spending Accounts
• Wellness Program
• Employee Assistance program
• 401k Retirement plan
• Holiday and Paid Time Of