Human Resources Manager

SUMMARY

The HR Manager is responsible for leading and managing Firefly Autism’s human resources function, ensuring HR practices, systems, and initiatives effectively support employees, organizational operations, and strategic objectives. This position provides leadership and oversight across employee relations, talent acquisition, compensation and benefits, performance management, compliance, employee engagement, and workforce planning.

The HR Manager serves as a strategic partner to organizational leadership while also ensuring the day-to-day HR function operates efficiently, consistently, and in compliance with applicable employment laws and organizational policies.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

1. HR Leadership and Team Development
   • Lead and oversee the human resources function and day-to-day HR operations.
   • Provide leadership, supervision, and professional development to the Payroll & Benefits Administrator and HR Generalist.
   • Ensure accuracy, consistency, compliance, and alignment with organizational values and strategic objectives while fostering continued growth and development of the HR team.
2. Employee Relations and HR Support
   • Serve as a resource to managers and employees regarding employee relations, policies, performance concerns, compensation, labor regulations, and employment practices.
   • Support managers in navigating employee performance and workplace issues.
   • Promote consistent application of organizational policies and practices.
3. Talent Acquisition and Workforce Planning
   • Oversee recruitment and hiring processes.
   • Partner with organizational leaders to identify staffing needs and support workforce planning.
   • Evaluate recruitment effectiveness and identify opportunities to improve candidate experience and hiring outcomes.
   • Analyze candidate and employee feedback, retention, and turnover trends.
4. Compensation, Benefits and Payroll Oversight
   • Provide oversight of payroll and benefits administration while ensuring accuracy, compliance, and appropriate internal controls.
   • Coordinate with benefits brokers and other external partners.
   • Regularly evaluate compensation and benefit offerings against relevant market benchmarks.
   • Support development of compensation strategies that promote internal equity, recruitment, and retention.
5. Performance Management and Employee Development
   • Oversee organizational performance management processes.
   • Support managers in setting expectations, providing feedback, and addressing performance concerns.
   • Identify opportunities to strengthen employee development and organizational effectiveness.
6. Policies, Compliance and Risk Management
   • Develop, maintain, and update HR policies and the employee handbook.
   • Ensure compliance with applicable federal, state, and local employment laws and regulations.
   • Maintain required employee and licensing documentation, including background checks and TRAILS.
   • Oversee workers’ compensation processes and related HR risk management activities.
7. HR Operations and Systems
   • Oversee onboarding, employee records, HR workflows, and HR systems.
   • Establish and monitor HR processes to improve efficiency, consistency, and accountability.
   • Develop and track HR metrics and reporting to support organizational decision making.
   • Identify opportunities for continuous improvement within HR operations.
8. Culture, Engagement and Communication
   • Support organizational culture and employee engagement initiatives.
   • Partner with leadership on internal employee communications.
   • Use employee feedback and workforce data to identify opportunities to improve the employee experience.
9. Organizational Strategy and Budget
   • Support HR related goals and initiatives identified within Firefly’s strategic plan.
   • Partner with the CEO and Senior Director of Business Operations to develop and manage the HR budget.
   • Provide HR data, trends, and recommendations to support organizational planning and decision making.

SUPERVISORY RESPONSIBILITIES

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

KNOWLEDGE AND SKILLS

• Excellent verbal and written communication skills.
• Considerable knowledge of principles and practices of human resource management
• Working knowledge of state and federal labor laws and regulations.
• Ability to compose and present comprehensive reports.
• Ability to plan, organize and present program activities to diverse employee groups.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Strong management and supervisory abilities
• Proficient with Microsoft Office Suite or related software

EDUCATION and/or EXPERIENCE

LANGUAGE AND INTERPERSONAL SKILLS

CERTIFICATES, LICENSES AND REGISTRATION

PHYSICAL DEMANDS

The employee typically will work across multiple environments using a computer, telephone and other office equipment as needed to perform duties. Employee may encounter frequent interruptions throughout the workday. While performing the duties of this job, the employee is regularly required to communicate, hear, stand, sit, kneel, twist, and stoop. Must regularly lift and/or move up to 25 pounds, frequently lift and/or move up to 50 pounds. 

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

SETTING

Office setting at least four days per week. May qualify for one work from home day per week.

PROFESSIONAL DEVELOPMENT AND TRAINING

Employee should be willing to participate and learn from others in the field, and/or to attend industry conferences/seminars that will guide the improvement of facilities. Employee may receive training upon hire related to autism and neurodiversity.