Senior Manager, Human Resources

SUMMARY: The Senior Manager, Human Resources is a hands‑on HR generalist and manager who both leads and personally executes the full range of Human Resources functions for the organization. This is a working manager role involved in all aspects of core HR operations including employee relations, talent management, benefits administration, compliance with labor and employment laws and HR policy implementation. Reporting to the Chief Financial & Administrative Officer, the Senior Manager partners closely with organizational leaders while also managing two HR team members to ensure timely, high-quality execution of HR services. This position is a good fit for a leader who enjoys rolling up their sleeves, working in a lean and mission focused environment, and who is ready to tackle a wide range of challenges and responsibilities. To be successful, you will need to be action oriented, able to make sound judgments independently, and able to build an effective HR department in a small non-profit organization.

Reports To: Chief Financial & Administrative Officer (CFAO)

Direct Reports: Two HR staff members

Location: Atlanta, GA

FLSA Status: Exempt

Key Responsibilities

HR Leadership & Team Management

• Lead and work alongside a two-person HR team, providing coaching, clear performance expectations, and task direction while remaining personally accountable for a significant portion of day-to-day HR work.
• Develop, implement, and personally administer HR policies and procedures aligned with organizational goals, taking a practical approach appropriate to the scale and resources of a nonprofit organization.
• Serve as a trusted advisor to the CFAO and leadership team on HR matters and workforce planning.

Compliance & Risk Management

• Ensure compliance with federal, state, and local labor regulations.
• Ensure compliance with applicable grant, funder, and government contract requirements that carry HR-related obligations.
• Monitor regulatory changes and update policies and procedures accordingly.
• Oversee HR audits, recordkeeping accuracy, and appropriate documentation practices.

Employee Relations

• Lead employee relations efforts, including investigations, conflict resolution, disciplinary actions, and coaching.
• Promote a positive, inclusive, and equitable workplace culture.
• Provide guidance to supervisors on effective people management.

Benefits Administration

• Oversee administration of employee benefits programs, including health, retirement, leave programs, and wellness initiatives.
• Partner with brokers and vendors to optimize plan offerings and manage annual enrollment processes.
• Ensure employees are well‑informed through clear communication and support.

HR Operations & Best Practices

• Manage talent acquisition, onboarding, performance management, and training initiatives.
• Identify and implement HR best practices to streamline processes and enhance employee experience.
• Oversee HR systems and maintain accurate HRIS records and reporting.

Qualifications:

Required

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 5 to 8 years of progressive HR experience as a generalist, with demonstrated comfort handling both strategic and transactional work
• Strong expertise in labor law compliance, employee relations, benefits administration, and HR best practices.
• Demonstrated experience leading HR teams and partnering with senior leadership.
• Excellent interpersonal, communication, and problem‑solving skills.

Preferred

• HR certification (PHR, SPHR, SHRM‑CP, or SHRM‑SCP).
• Experience in a nonprofit, mission-driven, or community-based organization; familiarity with the resource and cultural dynamics common to smaller nonprofits is a meaningful advantage.
• Prior experience in a small HR department or as a one- or two-person HR function.

Work Environment:

This is a primarily in-office role based in Atlanta, GA. The position requires flexibility during peak HR periods such as benefits open enrollment, performance review cycles, and periods of organizational change. Candidates should be comfortable in an environment where priorities shift, and independent problem-solving is the norm. This is not a fully remote-eligible position.