Human Resources Operations Manager

Harlem Grown•Harlem, NY

2d•Onsite

About The Position

Harlem Grown is seeking an experienced, highly organized, and proactive Human Resources Operations Manager to lead the day-to-day execution of HR operations and ensure efficient, accurate, and responsive people processes. Reporting to the Chief of Staff, the manager independently oversees core HR functions including recruitment operations, onboarding, payroll, benefits administration, HR systems, employee support, and compliance. This hands-on role is part of a lean team and requires strong judgment, exceptional organization, clear communication, and consistent follow-through. The successful candidate takes ownership, anticipates needs, solves problems, and drives priorities through completion with minimal oversight, while knowing when to decide independently or escalate issues. The Chief of Staff sets strategic direction and HR priorities; the HR Operations Manager turns those priorities into effective processes and reliable execution. The role also collaborates with the Chief Operating Officer on legal and regulatory compliance matters. Harlem Grown is a nonprofit organization that operates 14 urban agricultural sites in Central Harlem and provides youth education, food access, and community programs.

Requirements

Bachelor's degree or equivalent combination of education and relevant experience.
At least 5 years of progressive HR experience.
Demonstrated experience managing core HR functions, including payroll, benefits, recruitment, onboarding, HR systems, and employee support.
Exceptional organizational and time management skills, including the ability to independently manage competing priorities, maintain accuracy, and drive work to completion.
Strong judgment, initiative, and problem-solving skills; ability to anticipate needs, navigate ambiguity, and recognize when to escalate issues.
Excellent communication and interpersonal skills.
Demonstrated accountability, attention to detail, and discretion in handling confidential matters.

Nice To Haves

Experience in a nonprofit or similarly sized organization with a lean HR team.
Knowledge of New York State and NYC employment requirements.
Experience with HRIS/ATS platforms or PEOs.
Direct experience with OCFS, DYCD, or DOHMH clearance and compliance requirements.
Experience advising managers on HR matters.
SHRM-CP or PHR certification.

Responsibilities

Own day-to-day HR operations and ensure accurate, timely, and consistent processes and employee support.
Manage semi-monthly payroll, including timekeeping, tax setup, deductions, payroll changes, audits, and discrepancy resolution.
Oversee benefits administration, including new-hire enrollment, annual open enrollment, employee communications, and vendor coordination.
Maintain accurate employee records and HR systems, and establish workflows, tracking mechanisms, and quality controls.
Manage recruitment operations with hiring managers, including job postings, candidate tracking, interview coordination, offer preparation, and hiring communications.
Oversee applicant tracking systems and hiring workflows, maintaining accurate records and timely candidate movement.
Own end-to-end onboarding, including background checks, employment verification, required clearances, documentation, HRIS entry, and coordination with hiring managers.
Identify and resolve hiring and onboarding challenges and support a positive candidate and new-hire experience.
Serve as the primary HR resource for employees, providing guidance on policies, benefits, procedures, and routine employment matters.
Support managers with employee communications, documentation, and performance management; coordinate review cycles and employee engagement initiatives with the Chief of Staff.
Lead internal communications through the weekly staff newsletter, compiling organization-wide and department-specific updates.
Support the design, administration, and analysis of employee engagement surveys and other initiatives.
Manage recurring compliance requirements, including mandatory trainings, staff clearances, certifications, audits, and policy acknowledgments.
Identify potential compliance risks, maintain knowledge of applicable employment requirements, and partner with the Chief of Staff and COO on compliance matters and policy implementation.
Translate HR priorities into actionable plans, timelines, and deliverables, and independently manage execution.
Anticipate needs, manage competing priorities, and communicate progress, challenges, and decisions requiring input or approval.
Identify operational gaps and lead improvements to HR systems, workflows, and processes.
Maintain HR reports and workforce data to support decision-making and collaborate across departments to ensure clear expectations and follow-through.