HR Manager

Human Resources Manager

Position Description:

The Human Resources Manager will lead and manage the full spectrum of HR functions for Community Homes, Inc., ensuring alignment with our mission and operational goals. This role is both strategic and hands-on, supporting approximately 100 employees across 20 residential locations. The HR Manager will oversee a small team and report directly to the Executive Leadership. As the process owner for HR, this role is responsible for designing, implementing, and governing HR policies and programs across the organization. Execution of day-to-day HR activities such as performance reviews, timekeeping, and employee coaching will be carried out by team leaders, supervisors, and coordinators, with guidance and oversight from the HR Manager.

Key Responsibilities:

Strategic HR Leadership

• Serve as the global process owner for all HR functions, ensuring consistency, compliance, and alignment with organizational goals.
• Develop and maintain HR frameworks, tools, and policies that are executed locally by Team leaders.
• Lead workforce planning and organizational design efforts in collaboration with operations leadership.
• Design and maintain the HR operating model, ensuring clarity of roles between central HR and field operations.
• Develop and monitor KPIs for HR effectiveness and workforce health.
• Provide coaching and support to Team leaders on HR execution.

Talent Acquisition & Onboarding

• Design and govern the recruitment and onboarding process; support hiring managers in execution.
• Build partnerships with local organizations to support talent pipelines.
• Create and govern recruitment policies, job descriptions, and interview protocols.
• Oversee the applicant tracking system and ensure compliance with hiring standards.
• Execution of job postings (automated through Paycom, preferred), candidate outreach, and interview coordination
• Develop onboarding materials and ensure Coordinators / Team leaders deliver consistent orientation experiences.
• Monitor time-to-fill metrics and hiring outcomes.

Employee Relations & Engagement

• Establish employee relations protocols and provide coaching to Coordinators / Team leaders on handling issues.
• Lead organization-wide employee engagement strategies, including surveys and recognition programs.
• Promote a positive, inclusive, and mission-aligned workplace culture.
• Establish protocols for handling employee concerns, investigations, and disciplinary actions.
• Provide coaching to Coordinators / Team leaders on conflict resolution and documentation.
• Lead organization-wide engagement initiatives, including surveys, recognition programs, and feedback loops.
• Analyze engagement data and lead action planning with leadership and field teams.
• Promote a culture of inclusion, respect, and mission alignment.

Performance Management

● Develop and maintain the performance management process, tools, and timelines.

● Train and support managers in conducting effective performance reviews and development conversations.

● Develop and maintain the performance management framework, including review cycles, templates, and training.

● Train Coordinators / Team Leaders on conducting effective performance conversations.

● Monitor completion rates and quality of reviews; provide coaching where needed.

● Use HRIS to track performance data and identify trends.

● Ensure alignment of performance goals with organizational values and strategic priorities.

Learning & Development:

● Identify organizational training needs and create scalable learning programs.

● Provide resources and guidance for Team leaders to deliver training and coaching.

● Create an annual training calendar and core curriculum for staff development.

● Oversee compliance training (e.g., safety, HIPAA, DEI).

● Evaluate training effectiveness and adjust programs based on feedback and outcomes.

● Support career development and succession planning initiatives.

Compensation & Benefits

● Oversee benefits administration and ensure competitive, equitable compensation practices.

● Partner with finance to ensure accurate payroll and benefits processing.

● Administer benefits programs and serve as liaison with healthcare benefits providers.

● Partner with Finance to ensure accurate payroll and deductions.

● Conduct periodic market benchmarking and recommend adjustments to compensation structures.

● Provide guidance to employees on benefit options and enrollment.

Time, Attendance & Leave Management

● Govern timekeeping and leave policies; ensure Coordinators / Team leaders are trained in accurate execution.

● Manage complex leave cases and ensure compliance with FMLA, ADA, and other regulations.

● Manage termination process and ensure timely dispositioning of terminated employees

● Govern timekeeping and leave policies; ensure Coordinators / Team leaders are trained in accurate execution.

● Manage complex leave cases (FMLA, ADA, etc.) and ensure compliance with applicable laws.

● Audit time and attendance data for accuracy and trends.

● Support Coordinators / Team leaders in resolving timekeeping issues and leave tracking.

● Ensure timely dispositioning of terminated employees; manage unemployment claims

Compliance & Policy Management

● Maintain the employee handbook and ensure compliance with all employment laws.

● Conduct periodic audits and provide training to ensure policy adherence across all locations.

● Maintain and update the employee handbook and HR policies.

● Conduct periodic audits to ensure compliance with federal, state, and local laws.

● Lead training sessions on policy updates and legal compliance.

● Ensure documentation and recordkeeping standards are met across all locations.

HRIS & Reporting

● Implement and manage HRIS system (Paycom) and ensure data integrity.

● Provide dashboards and reports to leadership to support decision-making.

● Manage HRIS systems and ensure data integrity.

● Generate dashboards and reports to support decision-making and compliance.

● Train Coordinators / Team leaders on system usage and data entry protocols.

● Monitor workforce metrics such as turnover, retention, etc.

Qualifications

● Bachelor’s degree in Human Resources or related field, Business Administration, or related field (Master’s preferred).

● 3+ years of progressive HR experience, preferably in a nonprofit or human services setting.

● Strong knowledge of employment laws and HR best practices.

● Experience with HRIS systems (PAYCOM) and Microsoft Office Suite.

● Excellent interpersonal, communication, and problem-solving skills.

● PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.

Salary: $65,000/year.

Reports To: Executive Leader

Hours: Hours: M-F 8:30 AM – 4:30 PM

Status: Full-Time | Exempt

Location: In person in office location.

Pay: $65,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Health insurance
• Paid time off
• Vision insurance

Work Location: In person