Human Resources Manager

POSITION SUMMARY

The Human Resources Manager serves as the organization-wide HR professional for Sarah's Home Corp, providing strategic HR leadership, policy development, regulatory compliance, and operational HR support across all programs including Sarah's Home (RCCF), Daniel Academy (in development), Aspire Academy, and Community Programs. This position ensures that all personnel practices align with employment law, organizational values, and the unique requirements of operating a faith-based nonprofit serving survivors of trauma.

Reporting to the Board of Directors, the HR Manager develops and implements HR systems, policies, and practices that support the organization's mission while ensuring compliance with federal and state employment regulations, including specialized requirements for licensed child care facilities. The HR Manager partners with program leadership to build a strong, mission-aligned workforce and foster a healthy organizational culture.

In addition to HR responsibilities, this position serves as a member of the Sarah's Home Advisory Board, providing HR expertise and perspective on personnel matters related to RCCF compliance, staffing, and operations. Clear boundaries are maintained between HR operational responsibilities and Board governance oversight.

ESSENTIAL DUTIES AND RESPONSIBILITIESSTRATEGIC HR LEADERSHIP

• Develop and implement comprehensive HR strategy aligned with organizational mission, values, and strategic goals
• Provide strategic counsel to Director of Operations on workforce planning, organizational development, and talent management
• Assess organizational culture and recommend initiatives to enhance employee engagement, retention, and wellness
• Lead HR aspects of organizational growth including new program launches and scaling existing programs
• Partner with program directors to anticipate HR needs and proactively address workforce challenges
• Monitor HR trends, best practices, and regulatory changes affecting nonprofit and child welfare organizations

POLICY DEVELOPMENT & COMPLIANCE

• Develop, update, and maintain comprehensive personnel policies and employee handbook
• Ensure compliance with federal and state employment laws including FLSA, FMLA, ADA, Title VII, Colorado labor laws
• Maintain compliance with child welfare licensing requirements for personnel (background checks, training, qualifications)
• Ensure RCCF personnel practices meet Colorado CDHS licensing standards (12 CCR 2509-8)
• Develop and implement policies specific to faith-based organization status and religious exemptions
• Maintain compliance with I-9, E-Verify, and employment eligibility verification requirements
• Review and update policies regularly to reflect legal changes and organizational needs
• Coordinate with legal counsel on employment-related matters and policy review

RECRUITMENT & TALENT ACQUISITION

• Lead recruitment strategy and processes for all positions across the organization
• Develop job descriptions in collaboration with program leadership ensuring regulatory compliance
• Post positions on appropriate job boards, faith-based networks, and professional organizations
• Screen applications, conduct initial phone interviews, and coordinate interview processes
• Ensure hiring practices assess both professional qualifications and faith/mission alignment
• Conduct reference checks and employment verification
• Coordinate background check processes (CBI, FBI, Trails) for all positions requiring clearance
• Prepare offer letters and employment agreements
• Track recruitment metrics and continuously improve hiring processes

ONBOARDING & EMPLOYEE LIFECYCLE MANAGEMENT

• Design and implement comprehensive onboarding program for new employees
• Coordinate new hire orientation including organizational culture, mission, values, and expectations
• Ensure all new hire paperwork is completed (I-9, W-4, direct deposit, emergency contacts, acknowledgments)
• Establish personnel files with all required documentation per organizational and regulatory requirements
• Track and manage employee lifecycle events including promotions, transfers, leave, and separations
• Conduct exit interviews and analyze turnover data to identify retention opportunities
• Process employment verifications and respond to unemployment claims

PERFORMANCE MANAGEMENT & EMPLOYEE RELATIONS

• Develop and implement performance evaluation systems and processes
• Train managers on effective performance management, feedback, and coaching
• Provide guidance on addressing performance issues and implementing performance improvement plans
• Support progressive discipline processes ensuring consistency and legal compliance
• Advise managers on employee relations issues including conflicts, complaints, and concerns
• Conduct workplace investigations as needed (harassment, discrimination, policy violations)
• Facilitate conflict resolution and mediation between employees or departments
• Maintain confidentiality and serve as trusted advisor for sensitive employee matters
• Partner with leadership to foster positive work environment and address culture issues

COMPENSATION & BENEFITS ADMINISTRATION

• Develop and maintain compensation structure ensuring internal equity and external competitiveness
• Conduct market research and salary surveys for nonprofit and child welfare sectors
• Provide compensation recommendations for new hires, promotions, and annual increases
• Manage leave administration (FMLA, ADA accommodations, PTO, sick leave)
• Maintain FLSA compliance for exempt/non-exempt classifications and overtime
• Track and manage workers' compensation claims and return-to-work processes

TRAINING, DEVELOPMENT & COMPLIANCE

• Maintain training records and certifications for audit and compliance purposes
• Collaborate with Office Manager to ensure RCCF staff training requirements are met
• Coordinate organization-wide training on HR topics (harassment prevention, diversity, workplace safety)
• Provide supervisory training and leadership development for managers
• Support professional development initiatives aligned with organizational goals
• Ensure annual mandated training compliance (harassment, safety, confidentiality)

RECORDS MANAGEMENT & REPORTING

• Implement and maintain HR information systems and employee databases
• Maintain accurate, confidential personnel files per legal and regulatory requirements
• Ensure secure storage and retention of HR records (electronic and paper)
• Generate HR reports and workforce analytics for leadership and board
• Track HR metrics including turnover, retention, time-to-fill, and employee demographics
• Prepare required governmental reports (EEO-1, VETS-4212, unemployment insurance, etc.)
• Maintain compliance documentation for audits, licensing inspections, and regulatory reviews

RISK MANAGEMENT & SAFETY

• Monitor employment-related legal risks and implement strategies to minimize liability
• Ensure workplace safety compliance and coordinate with safety committees
• Manage workplace accommodation requests under ADA/FEHA
• Coordinate emergency response protocols related to workforce (active threat, pandemic, etc.)
• Maintain employment practices liability insurance and coordinate claims as needed
• Support staff wellness initiatives and vicarious trauma prevention programs

ADVISORY BOARD PARTICIPATION

• Serve as member of Sarah's Home Advisory Board providing governance oversight of RCCF program
• Attend Advisory Board meetings every other month and participate in Board discussions
• Provide HR expertise and perspective on personnel matters related to RCCF operations
• Maintain appropriate boundaries between operational HR role and Board governance oversight

QUALIFICATIONS & REQUIREMENTSEDUCATION & EXPERIENCE

Required:

• Bachelor's degree in Human Resources, Business Administration, or related field
• Minimum 5 years progressive HR experience including at least 2 years in HR leadership role
• Demonstrated expertise in employment law compliance and HR best practices
• Experience developing and implementing HR policies, systems, and programs

Preferred:

• Master's degree in Human Resources, Organizational Development, or related field
• Experience in nonprofit sector, particularly faith-based organizations
• Knowledge of child welfare, healthcare, or social services HR requirements
• Experience with licensing or regulatory compliance in healthcare/residential settings
• Board governance or advisory board experience

KNOWLEDGE, SKILLS & ABILITIES

• Expert knowledge of federal and state employment laws (FLSA, FMLA, ADA, Title VII, Colorado labor law)
• Strong understanding of nonprofit HR practices and faith-based organization considerations
• Excellent judgment and ability to handle sensitive, confidential information with discretion
• Outstanding interpersonal and communication skills (written and verbal)
• Strategic thinking with ability to balance compliance requirements and organizational needs
• Problem-solving skills and ability to navigate complex employee relations situations
• Project management skills and ability to handle multiple priorities
• Collaborative approach and ability to build trust across all organizational levels
• Cultural competency and commitment to diversity, equity, and inclusion

LICENSES & CERTIFICATIONS

• Ability to pass comprehensive background checks (CBI, FBI, child abuse registry)
• Professional HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred

WORKING CONDITIONS & PHYSICAL REQUIREMENTS

• Full-time position; flexible schedule may be arranged
• Remote work with 3 times per week on-site presence required for training facilitation, RCCF compliance checks and confidential conversations
• Bi-Monthly Advisory Board meetings (typically 1.5-2 hours, during business hours or evening)

COMPENSATION & BENEFITS

Hourly Rate: Competitive, commensurate with qualifications and experience

Benefits include:

• Paid time off (vacation, sick leave, 6 annual holidays)
• Professional development opportunities and continuing education

Job Type: Full-time

Pay: $45,000.00 - $55,000.00 per year

Benefits:

• Paid time off

Education:

• Bachelor's (Preferred)

Experience:

• Human resources: 2 years (Required)

Shift availability:

• Day Shift (Required)

Ability to Commute:

• Peyton, CO 80831 (Required)

Work Location: Hybrid remote in Peyton, CO 80831