Manager, Human Resoures, People & Culture

Foundation for Jewish Camp

2d•Remote

About The Position

The Manager Human Resources, People & Culture plays a key role in advancing Foundation for Jewish Camp’s (FJC) mission by fostering a workplace where people feel connected, supported, and able to do their best work. This role focuses on strengthening FJC’s values-driven culture and leading employee experience initiatives, including recruitment, onboarding, engagement, recognition, and internal communications. This role creates opportunities for connection, belonging, and growth while serving as a trusted partner to team members through clear communication, guidance, and care. The Manager, HR, People & Culture also supports our internship type programs, talent development, and learning initiatives to attract and grow a mission-aligned team.

Requirements

Minimum of 2 years of relevant HR experience preferred
Prior experience in a customer-facing role is strongly preferred
Bachelor’s degree in human resources, Business Administration, or a related field preferred
Excellent written and verbal communication skills
Strong organizational skills and attention to detail, with the ability to multitask and remain focused in a fast-paced environment with frequent interruptions
Commitment to exceptional customer service and a proactive, collaborative approach to problem-solving
Demonstrated ability to operate with discretion, strong professional boundaries, and confidentiality
Tech-savvy and comfortable with office software and systems; experience with Microsoft 365, Zoom, Slack, Asana, Concur, and Salesforce is preferred
Willingness to own and/or support a wide range of tasks, learn new skills and work on different projects

Responsibilities

Serve as a primary point of contact for team member questions, ensuring timely, consistent, and thoughtful responses
Reinforce organizational values through day-to-day interactions, programming, and communications
Execute employee engagement and recognition initiatives, including ongoing programming and “moments that matter”
Escalate employee concerns appropriately to the VP, HR, People & Culture
Partner directly with the Vice President, HR, People & Culture and HR Operations Manager on all recruitment efforts (shared ownership model)
Participate in sourcing, resume review, and screening activities in partnership with HR team members
Own candidate logistics end-to-end, including but not limited to: Scheduling all interviews across stakeholders, Managing all candidate communication (outreach, confirmations, follow-ups, status updates)
Maintain and update interview guides for each role, ensuring consistency, alignment, and quality across interviewers
Track the full recruitment lifecycle (open → close) to ensure: Timely movement of candidates through each stage, Clear status visibility across stakeholders, Identification and resolution of delays or bottlenecks
Support employer branding and outreach efforts to build strong candidate pipelines
Lead internship recruitment strategy and outreach, including: Building and maintaining relationships with colleges, universities, and relevant programs
Own the end-to-end internship program, including recruitment, onboarding, and overall experience design
Representing FJC as a brand ambassador at college recruitment events, career fairs, and networking opportunities
Proactively sourcing candidates through campus partnerships and outreach efforts
Serve as the primary point of contact for intern candidates, ensuring a high-quality, responsive, and engaging candidate experience
Manage onboarding and program coordination for interns, including: Designing and executing a structured onboarding experience, Coordinating cross-functional involvement and rotation schedules (if applicable), Ensuring interns are set up for success with clear expectations, resources, and support
Ensure a strong and engaging intern experience at FJC, including: Creating opportunities for connection, learning, and exposure across the organization, Monitoring intern engagement and addressing any issues proactively, Gathering feedback to continuously improve the program
Own onboarding execution, including: Scheduling and facilitating orientation sessions, Preparing onboarding materials and communications, Coordinating cross-functional onboarding touchpoints
Ensure new hires are fully integrated through structured early experience planning
Own offboarding execution, including: Drafting and sending exit communications for the VP, HR People & Culture, Reinforcing confidentiality and post-employment expectations, Coordinating with HR Operations Manager to process terminations in HR systems
Partnering with the Technology team to ensure: Immediate system access removal, Equipment return coordination
Maintain a consistent, compliant, and respectful employee lifecycle experience from entry through exit
Partner with the Vice President, HR, People & Culture to execute staff-facing rollouts, ensuring strong communication, adoption, and understanding by: Developing and distributing clear communications, FAQs, and supporting materials, Coordinating and scheduling training sessions and office hours, Tracking participation, feedback, and follow-up actions to ensure successful implementation
Manager trainings, internal learning sessions, and lunch & learns: Scheduling sessions, securing presenters, and managing invitations, Tracking attendance, engagement, and completion, Ensuring all sessions are well-organized, communicated, and executed with a high level of quality
Assign and coordinate Shabbat Shalom leadership schedule, ensuring: Equitable participation across teams and levels, Clear communication of expectations, timing, and responsibilities, Consistent coverage and alignment with organizational rhythms
Manage end-to-end professional development processes, including: Intake and tracking of all professional development requests, Coordinating approvals with leadership and maintaining clear communication with team members, Managing registrations, payments, and logistics, Monitoring and tracking budget utilization and participation trends
Partner with the VP, HR, People & Culture to support staff-facing communications, rollouts, and change management
Own end-to-end management of biweekly staff meetings, including: Managing the Asana board for agenda planning, tracking, and follow-up, Collecting and prioritizing agenda items, Organizing and confirming presenters across departments, Preparing and distributing agendas in advance, Sending and managing all calendar invites and updates, Ensuring presenters are prepared with materials and timing, Tracking action items and ensuring follow-through post-meeting
Manage shared organizational calendars, including holiday calendars and key internal dates
Directly support the Chief of Staff in planning and execution of: In-person all-hands meetings, Staff retreats
Responsibilities include but not limited to: Coordinating logistics (scheduling, materials, communications), Managing timelines and deliverables, Supporting cross-functional alignment and execution, Ensuring a high-quality, organized staff experience
Support HR workflows and systems that enhance the employee experience
Coordinate logistics across HR initiatives with a high level of detail and follow-through
Manage multiple priorities simultaneously while maintaining organization and responsiveness
Identify and implement process improvements where needed
Provide direct administrative support to the VP, HR, including: Calendar management and scheduling, Expense Reports and Invoices, Meeting coordination and follow-ups, Document and slide preparation, Communications drafting