Human Resources Manager

YMCA of Metropolitan Atlanta•Atlanta, GA

13d•Onsite

About The Position

The Human Resources Manager serves as a strategic HR business partner and employee relations leader for assigned business units or employee populations within a complex, decentralized, multi-site organization. Reporting to the Vice President of Human Resources, the role provides investigation leadership, manager consultation, culture support, workforce-transition assistance, and practical HR guidance. It balances responsive case management with proactive work to strengthen leadership capability, employee experience, consistency, and organizational risk management. The manager leads employee relations investigations, consults and coaches managers, interprets HR policies and employment requirements, and uses case trends to identify risk and culture needs. The role ensures assigned matters are documented and resolved with urgency, consistency, and sound judgment, and reviews and guides the HR Specialist’s work while retaining accountability for investigation quality, findings, recommendations, and leader consultation. The role is based at the YMCA Leadership and Learning Center and may require travel to YMCA locations up to 25% of the time, as business needs require. Candidates must be able to pass a pre-employment background check, including criminal record check, drug screening, motor vehicle record check, and reference check according to company policy. Applicants must be legally eligible to work in the United States without current or future sponsorship.

Requirements

Bachelor’s degree in human resources, business, or a related field, or an equivalent combination of education and relevant experience.
At least four years of progressive Human Resources experience, including independent ownership of employee relations matters and workplace investigations.
Demonstrated experience writing clear, fact-based investigation reports and making defensible recommendations.
Working knowledge of federal, state, and local employment requirements and ability to identify when legal or specialized consultation is needed.
Demonstrated ability to coach leaders, manage competing priorities, handle confidential information, and exercise sound judgment under pressure.
Experience using HR systems and case management technology.
Ability to travel up to 25% to YMCA locations, as business needs require.
Ability to pass a pre-employment background check, including criminal record check, drug screening, motor vehicle record check, and reference check according to company policy.
Must be legally eligible to work in the United States without current or future sponsorship.

Nice To Haves

Workday and HR Acuity experience.
Five or more years of progressive HR, employee relations, or HR business partner experience.
PHR, SPHR, SHRM-CP, SHRM-SCP, or comparable HR certification.
Experience in a multi-site, nonprofit, youth-serving, early learning, regulated, or union environment.
Experience supporting organizational change, culture improvement, leadership transitions, or employee engagement initiatives.

Responsibilities

Independently lead workplace investigations from intake through resolution, including scoping, planning, interviews, evidence review, credibility assessment, findings, written reports, and recommendations.
Own assigned employee relations matters with urgency and ensure complete, accurate, timely, and audit-ready documentation in HR Acuity.
Assess policy, employee experience, operational, regulatory, legal, safety, and reputational risk, and escalate significant matters to the Vice President of Human Resources.
Partner with leaders on appropriate and consistent employment actions based on established facts, policy, prior practice, and organizational risk.
Lead complex or sensitive matters involving harassment, discrimination, retaliation, accommodations, leave, wage and hour, safety, youth protection, regulatory issues, or other significant risks.
Serve as the primary HR partner for assigned leaders and employee populations across the decentralized organization.
Learn the operational, cultural, regulatory, and workforce considerations affecting assigned areas and incorporate them into HR guidance and risk assessment.
Partner with leaders on culture, retention, team effectiveness, manager capability, organizational change, and workforce concerns.
Build trusted partnerships with leaders and employees and provide consultation on HR policies, performance concerns, corrective action, workplace conflict, and employee experience.
Connect employee relations activity to culture, retention, engagement, manager capability, and operational outcomes.
Partner with HR centers of expertise, Legal, operations, and third-party resources to resolve matters and improve service delivery.
Ensure use of established case naming conventions, issue categories, required fields, confidentiality standards, service expectations, and case closure requirements.
Use Speakfully, HR Acuity, Workday, and other approved systems to maintain appropriate records, monitor workflow, and improve data quality.
Analyze case volume, issue categories, case aging, corrective action activity, recurring leader concerns, and other employee relations trends.
Translate employee relations data into practical recommendations for risk reduction, manager development, culture improvement, employee experience, and prevention.
Support leadership transitions, reorganizations, team assimilation, and other change initiatives within the assigned population.
Identify process gaps and recommend scalable improvements to employee relations intake, investigations, corrective action, reporting, and case management.
Advise leaders on corrective action and review proposed actions for quality, consistency, policy alignment, and risk.
Own or advise on complex, sensitive, or high-risk separations, and oversee defined routine separations handled with HR Specialist support.
Provide escalation support for unemployment hearings, complex claims, and appeals while the HR Specialist manages routine claims administration.
Review and guide work completed by the HR Specialist while maintaining accountability for investigation quality, findings, recommendations, and leader consultation.