Human Resources Manager

District Council of Madison Inc., Society of St. Vincent de Paul•Madison, WI

9d•$75,000 - $80,000

About The Position

The Human Resources Manager serves as the primary lead for employee relations, workplace investigations, and leave management across St. Vincent de Paul-Madison, while providing critical operational support to the Sr. Director of Human Resources. This role assumes day-to-day responsibility for complex HR matters while supporting the organization’s mission to serve neighbors in need with dignity and compassion. The HR Manager works across a complex nonprofit organization that includes manufacturing-style processing operations, retail stores, food pantry services, pharmacy services, and administrative/program departments, applying consistent HR practices while adapting to the unique needs of each environment. This position requires strong judgment, discretion, and the ability to balance compassion with accountability in a mission-driven nonprofit setting.

Requirements

Bachelor’s degree in human resource management, business administration, or related field, or equivalent experience.
Minimum of 5 years of progressive HR experience with significant focus on employee relations and leave administration
Experience working in an organization with widely varied staff positions for both nonexempt and exempt positions (i.e. production, retail, human services, administration).
Demonstrated experience leading workplace investigations independently
Demonstrated ability to analyze employee relations and leave trends and recommend proactive solutions
Strong working knowledge of FMLA, WFMLA, ADA, and employment law fundamentals
Demonstrate the ability to communicate and effectively interact with people across ranges of abilities, ethnicities, and races.
Demonstrate the implementation of best practices as required by the SVdP Safeguarding policy when interacting with children and vulnerable adults.
Experience supporting managers in complex employee situations
HR experience in a nonprofit, manufacturing, retail, or human services environment
Experience working in multi-site organizations
Knowledge of Wisconsin employment law and state-specific leave and wage considerations
Ability to handle confidential matters with discretion and professionalism
For the safety of the clients SVdP serves and as per the Safeguarding Policy, this position requires the successful completion of a criminal background check and references.
Proficiency with HRIS platforms (e.g. Paylocity, ADP, UKG, Workday, etc.) and HR data tracking
Proficiency with Windows operating system, Microsoft Office products, Google applications, and a wide variety of HR applications
Strong written documentation skills for investigations, corrective action, and compliance records
Ability to listen effectively and address situations with a high level of emotional intelligence, solid judgment, and confidentiality.
Ability to effectively prioritize, work independently, work on many initiatives simultaneously, and demonstrate organizational skills.
Ability to function independently and thrive within a fast-paced and sometimes ambiguous environment.
Strong knowledge of human resources best practices (e.g., recruitment, development, and training; engagement; employee relations; performance management) and strong ability to assess the skills, abilities, knowledge, performance, and potential of employees.
Proven ability to maintain trust and credibility with employees at all levels in the organization.
Collaborative work style with the ability to identify opportunities for improvement, develop strategies, influence decision-makers, and implement solutions.
Self-starter that enjoys both shaping strategic direction as well as doing hands-on tactical work.
Strong communication skills, including the ability to influence and relate to employees at all levels, write competently for different audiences, and effectively present to small or large groups.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR or SPHR certification
Experience supervising HR staff or serving as a lead HR partner
Familiarity with trauma-informed workplace practices, particularly in human services or community-based organizations
Experience working in mission-driven or faith-based nonprofit organizations while maintaining inclusive, legally compliant HR practices
Experience developing or delivering manager training on employee relations, documentation, and leave processes
Experience working in mission-driven, charitable, or community-focused organizations is highly desirable.
Strong analytical skills and ability to interpret and communicate data.
Experience with HR software implementation
Strong business and financial acumen.
Ability to travel to multiple sites on a regular basis. Overnight travel on rare occasions.
Understanding of the role of a nonprofit board.
An understanding of and comfort level with working in a faith-based organization rooted in Catholic principles and values.
Ability to work well with a culturally and socially diverse population as represented by the organization’s employees and clients.

Responsibilities

Serve as the organization’s primary point of contact for employee relation matters
Lead and independently manage workplace investigations, including concerns related to conduct, performance, policy violations, retaliation, and workplace conflict
Ensure investigations are timely, fair, well-documented, and legally compliant
Advise managers on corrective action, documentation, performance management, and progressive discipline
Escalate high risk or sensitive matters and provide formal recommendations to the Sr. HR Director
Prepare documentation, summaries, and recommendations for senior-level review
Maintain confidentiality, sound judgement, and professionalism in all employee relation matters
Independently administer FMLA, WFMLA, ADA accommodations, and other statutory or organizational leaves
Manage ADA interactive process and assess medical documentation an accommodation feasibility
Track leave usage and ensure compliance with federal, state, and organizational requirements
Interpret and apply federal and Wisconsin employment laws to complex employee situations
Provide guidance to managers and employees regarding leave rights, responsibilities, and processes
Identify leave-related risks and recommend corrective or preventive actions
Manage day-to-day HR operational decisions within approved policy and authority
Support implementation, interpretation, and enforcement of HR policies and procedures
Ensure consistent application of policies across departments and locations
Assist with organizational risk mitigation related to attendance, performance, and compliance
Partner with payroll and leadership to ensure accurate HR-related communication and documentation
Act as the Senior HR Director’s designee on assigned HR matters
Collaborate closely with the Sr. HR Director to ensure alignment, consistency, and continuity of HR practices
Serve as a trusted HR resource to managers while maintaining appropriate boundaries and escalation protocols
Collaborate in implementing effective strategies for attracting, sourcing, recruiting, and evaluating qualified job candidates
Support recruiting efforts of store and department managers while maintaining a high standard for talent
Partner with department and store managers to implement standardized onboarding and orientation programs that give new employees a sense of belonging and purpose, assimilate them into the community quickly, and set them up for long-term success with the organization.
Ensure new employees are assimilated effectively, feel a sense of belonging, and are positioned for long-term success
Assist in coordinating activities designed to promote and maintain a high level of employee morale, engagement and retention.
In collaboration with the Sr. HR Director, develop and implement programs, practices, and policies that foster a diverse, equitable, and inclusive workplace
Support an organizational culture grounded in respect, dignity, accountability, inclusion, and belonging
Participate in teamwork and collaboration by listening, fostering dialogue, and facilitating joint problem solving
Demonstrate cultural competence and inclusive practices across all interactions
Oversee the employee Safeguarding Policy ensuring training enrollment, background checks, and ongoing trainings
Adhere to the Safeguarding Policy by ensuring timely completion of mandatory training, staying updated on relevant training modules, and undergoing the necessary background checks to maintain compliance.
Maintain working knowledge of applicable human resources laws and regulations
Establish themselves as a positive resource by maintaining a regular presence at each of the SVdP locations.
Build strong working relationships with employees, managers, and leaders across diverse operational environments
Adapt HR practices to varied work settings including processing/manufacturing, retail, food pantry, pharmacy, and administrative departments