Human Resources Manager

Neighborhood House • Portland, OR

13d

About The Position

The HR Manager is responsible for leading and overseeing all HR functions at Neighborhood House and ensuring that HR strategies, policies, and practices support the organization’s mission and workforce of 100+ employees across multiple programs and locations.

The HR Manager partners closely with the Senior Leadership Team (SLT), program directors, and managers to provide strategic leadership in employee relations, performance management, compensation, compliance, organizational culture, and employee development.

The HR Manager supervises the HR Generalist and ensures effective day-to-day HR operations.

This role serves as the organization’s primary subject matter expert on employment law, employee relations, and HR strategy.

Requirements

• Bachelor’s degree in a related field
• Minimum 5 years of HR experience, ideally in a nonprofit or social services environment.
• Minimum of 3 years of supervisory experience, including direct oversight of HR staff or a team.
• Extensive knowledge of federal and state employment laws, regulations, and compliance requirements.
• Proven experience in strategic HR leadership, employee relations, performance management, HR policy development, and conflict resolution.
• Ability to facilitate sensitive conversations, mediate conflicts, and de-escalate heightened situations effectively.
• Experience coaching and mentoring supervisors and new leaders on leadership best practices and performance management.
• Excellent interpersonal, verbal, and written communication skills with the ability to build trust at all levels.
• Public speaking and presentation skills, with the ability to clearly communicate HR policies and organizational updates to different audiences.
• Demonstrated ability to work effectively with individuals from diverse communities and cultures and communicate effectively with individuals whose English language skills are limited.
• Ability to plan and execute HR projects (e.g., system implementations, policy rollouts, organization-wide training).
• Analytical skills, including the ability to track HR metrics, interpret data, and make data-driven recommendations.

Nice To Haves

• Knowledge of adult learning theories preferred.
• DEI certificate or equivalent training in diversity, equity, and inclusion.
• SHRM-CP or PHR certification at date of hire or within 90 days of hire.

Responsibilities

• Partner with the Senior Leadership Team to align HR strategies with the organization’s mission, vision, values, and long-term goals.
• Provide strategic HR guidance to leadership on workforce planning, organizational structure, succession planning, and employee development.
• Contribute HR data and insights to support organizational planning and decision-making.
• Lead initiatives that strengthen organizational culture, employee engagement, and retention.
• Develop and implement HR strategies that support a diverse, equitable, and inclusive workplace.
• Design and lead training programs and leadership development efforts.
• Serve as the senior advisor to supervisors and leadership on complex employee relations matters.
• Provide guidance on performance management, progressive discipline, workplace conflict, and employee conduct.
• Lead investigations into workplace concerns, ensuring a fair, impartial, thorough, and confidential process.
• Support supervisors in addressing performance gaps and employee concerns.
• Ensure consistent and equitable application of policies across programs and sites.
• Collaborate with HR consultant and attorney regarding risk mitigation.
• Oversee the organization’s annual performance planning and performance review cycle, ensuring the process is implemented consistently across all programs.
• Monitor completion and quality of performance reviews across the organization and follow up with managers as needed.
• Develop and maintain performance management tools, templates, and timelines to support effective goal setting, performance evaluation, and professional development.
• Meet regularly with program directors and managers to review staffing issues, provide coaching on performance management, and support effective supervision practices.
• Provide guidance to managers on setting clear expectations, delivering constructive feedback, and addressing performance concerns early and effectively.
• Support supervisors in developing performance improvement plans and coaching strategies when performance concerns arise.
• Identify trends in performance management, supervision challenges, and employee relations issues and provide proactive training or resources to managers.
• Support managers in budgeting for and developing professional development plans for all staff in conjunction with the PPR process.
• Lead compensation strategy, including advising on: Salary structures and pay bands Internal equity analysis Pay adjustments, promotions, and interim pay decisions Compensation policies and Pay Philosophy
• Ensure compliance with federal, state, and local pay equity laws.
• Advise leadership on compensation strategy and workforce cost impacts.
• Lead the development and implementation of HR policies and procedures.
• Oversee annual updates to the Employee Handbook.
• Ensure compliance with federal, state, and local employment laws.
• Provide guidance to leadership regarding legal risks and employment compliance.
• Oversee required annual reporting and filing such as EEO-1, non-discrimination testing, form 5500, and OSHA logs.
• Design and deliver leadership training for managers on topics including: performance management employee relations workplace culture supervision and accountability
• Support the development of new supervisors across the organization.
• Oversee the administration of HR programs, including benefits, leave management, and HRIS systems.
• Provide guidance and oversight of day-to-day HR operations.
• Evaluate and implement HR systems and process improvements.
• Review HR metrics such as turnover, retention, leave usage, and staffing trends.
• Provide workforce analytics and recommendations to leadership.
• Use HR data to inform strategic planning and retention initiatives.
• Provide guidance and updates to the HR committee.
• In partnership with the Operations Manager, oversee and support the organization’s Safety Committee, ensuring compliance with workplace safety requirements, facilitating regular meetings, and promoting a culture of safety across programs and sites.
• Provide consistent supervision, coaching, and mentorship to staff, fostering professional growth and continuous skill development.
• Set clear goals and expectations, and manage performance in alignment with organizational policies.
• Promote a positive, inclusive, and collaborative team culture that supports engagement and retention.
• Ensure staff have the tools, resources, and training needed to be successful in their roles.
• Communicate openly with staff through regular 1:1 check-ins, feedback, and team meetings.

Benefits

• 26 days of PTO and 12 paid holidays per year (PTO increases to 31 days after 2 years of employment)
• Affordable health insurance with 95% of the employee premium paid by NH
• 403b retirement plan
• Company-paid life insurance.
• Voluntary life, long-term disability, accident, and critical illness insurance.
• Flexible Spending Account (FSA)
• Employee Assistance Program (EAP) with free counseling

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 11-50 employees