Human Resources Manager

PRIMARY FUNCTION:

Human Resources Manager oversees the organization’s entire HR operations including but not limited to recruiting and onboarding/orientation, performance management, compensation and benefits, employee relations, and legal compliance. The HR Manager’s role as the liaison between management and employees is strategic and operational. The HR Manager is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, HRIS systems, payroll, and best practices while taking into consideration the needs of the organization as defined by senior management. This position should be a change agent, helping Historic New England grow and evolve by implementing appropriate systems and efficient practices.

PRIMARY RESPONSIBILITIES

• Recruitment & Staffing: Manage the full lifecycle of hiring, including writing job descriptions, sourcing and advancing qualified candidates, managing applicants, managing the interview process, reference checking, and actively managing/conducting the onboarding/orientation process giving new employees a hands-on, interactive, 360-degree view of the organization’s functional areas, culture, history, mission, values, etc.
• Employee Relations: Act as a neutral party in resolving conflicts, handling grievances, and managing disciplinary procedures to maintain a positive work environment. This includes being present during sensitive terminations.
• Conduct impartial investigations as needed and maintain all HR records in accordance with best practices.
• Compliance & Policy: Ensure the organization adheres to federal, state, and local employment laws (e.g., EEOC, FMLA, OSHA) and update the employee handbook regularly. Ensure processes are as efficient as possible.
• Compensation & Benefits: Oversee payroll coordination, manage employee benefit programs (health, dental, retirement), and conduct salary surveys to ensure market competitiveness. Continually research benefit options and make recommendation for improvements to the benefit programs for cost control and benefit enhancement. Determine salary band level for each position. Conduct and participate in surveys to analyze wages, pay practices, and other forms of compensation.

• Collaborate with Administrative leadership in managing the employee benefits programs, including evaluating and selecting benefit vendors, enrolling employees, and serving as the secondary contact with benefit vendors. Continually research benefit options and make recommendation for improvements to the benefit programs for cost control and benefit enhancement. Review benefit programs with new employees.
• Performance Management: Implement and maintain formal appraisal systems, assist managers in goal setting, and provide coaching to improve organizational effectiveness. Coach and counsel supervisors in successfully addressing employee performance issues
• Training & Development: Identify skill gaps and coordinate professional development and leadership workshops. Train managers on how to coach, develop, counsel, and discipline employees.
• Identify key performance indicators for the organization’s human resource and talent management functions; assess the organization’s success and market competitiveness based on these metrics.
• Work with the Head of Finance to evaluate, recommend, and communicate employee annual benefit programs.
• Administer, monitor, and ensure compliance of retirement program(s).
• Ensure compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Liaise with our outside legal counsel when handling exceptionally sensitive matters.
• Work with staff requesting FMLA leaves to ensure compliance with federal and state regulations. Coordinate and maintain workers’ compensation and unemployment claims and related insurance programs. Collect and maintain information and complete reports.
• Coordinate onboarding and orientation for new employees, organization-wide staff meetings, employee recognition programs, employee training and development programs, and other programs as assigned.
• Respond accurately and timely to questions from management and employees to resolve or avoid personnel issues. Advise staff and management on matters of grievance handling and progressive discipline.
• Assist with administration and coordination of our volunteer program.
• Conduct special projects related to HR matters. Serve on task forces/committees as assigned.

• Attend training sessions and legal webinars to keep current on changes in HR laws, regulations, and benefits.
• Undertake additional administrative projects as assigned, typically for the administrative team.
• Other duties as assigned.
• Manage Payroll and Benefits Administrator
  
  

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5 years combination of administrative and human resources experience, preferably in an organization with 100 or more full-time employees and a part-time/seasonal workforce.

• Demonstrated commitment to inclusion in all facets of work.

• Knowledge of HR policies, procedures, compliance and practices, and experience developing, executing, and maintaining HR programs.
• Accuracy and ability to maintain confidentiality are essential. Superior organizational skills. Well-developed listening and interpersonal skills. Ability to interact diplomatically and communicate effectively orally and in writing.
• Fully competent computer skills including use of MS Word and Excel spreadsheet functions, PowerPoint, and e-mail. Familiarity with payroll and HR software.

• Must be able to operate effectively in a fast-paced, team environment, where communication within and among teams is essential to success. Comfortable working both independently and collaboratively.
• Proven success diplomatically collaborating with and motivating staff.

• Ability to prioritize, manage multiple tasks, pay attention to details, solve problems, and meet deadlines. Adept at problem-solving and conflict resolution.
• Interpersonal Skills: Ability to build trust and maintain confidentiality across all levels of the organization.
• Communication: Excellent verbal and written communication, and conflict resolution skills.
• Decision-Making: Strong analytical skills to interpret HR metrics and make data-driven workforce decisions. Ability to use good judgement when handling sensitive matters.
• Ethical Leadership: Must operate with a high level of integrity and professional ethics.
• Excellent organizational skills and attention to detail and follow-through.
• Strong supervisory and leadership skills.
• Thorough knowledge of employment-related laws and regulations across the New England states.
• Advanced knowledge of, and experience implementing HRIS systems.
• Ability to lead HR projects to completion in a timely manner, including new processes and technologies.
• Commitment to the values of diversity, equity, accessibility, and inclusion.

• Requires a valid driver’s license, a means of transportation is preferred.

• Understanding of and passion for Historic New England’s mission.
• SHRM or PHR certification a plus.
• HR experience with a disperse workforce and multi-state organization.
• Knowledge of ADP or payroll software preferred.

WORK ENVIRONMENT:

This position is based at the Haverhill Regional Office, Massachusetts. Periodic remote work is possible. Work hours are 40 hours per week, typically an 8-hour day with 1/2 hour state regulated unpaid lunch. The position requires periodic travel to locations throughout New England.

As typically performed, this position regularly involves talking, hearing, sitting, standing, walking, and bending/stooping. The position also involves lifting up to 20 pounds.  The employee must perform functions including basic keyboarding and electronic and paper database/file management, each of which typically requires manual dexterity in combination with eye-hand coordination.  The position also requires constantly reading documents for general understanding.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position.