Manager, People & Talent

Barr Foundation•Boston, MA

8d•Hybrid

About The Position

The Manager, People & Talent reports to the VP of People and Talent and partners with that leader to advance Barr Foundation’s people and talent strategy while ensuring effective day-to-day human resources operations. The role leads key initiatives and brings leadership, sound judgment, problem-solving, project management, and a strong bias to action to support the Foundation’s mission and priorities and foster an inclusive, engaged, and productive workforce. The position manages talent acquisition, onboarding, employee experience and engagement, employee relations, performance management, and related administrative functions. It also supports learning and organizational development, collaborates with teams across the Foundation, and works to ensure that HR practices reflect Barr’s mission and values. The role is based in a hybrid workplace, with staff currently expected to work in the Boston office Tuesday through Thursday and remotely Monday and Friday, with occasional additional in-office days as needed.

Requirements

5–7 years of HR experience; nonprofit or foundation experience is preferred.
Strong initiative, a bias to action, and the ability to anticipate needs, prioritize, and manage multiple projects simultaneously.
Resilience, adaptability, and the ability to stay grounded in a complex, dynamic environment.
Excellent relationship-building, communication, interpersonal, and problem-solving skills.
Sound judgment, tact, integrity, and ability to maintain confidential and sensitive information.
High emotional intelligence and the ability to empathize with employees while balancing organizational goals.
Comfort working in a diverse team and commitment to equity and inclusion.
Fluency with Applicant Tracking Systems (ATS).
Proficiency with Microsoft Office Suite, including Word, Outlook, PowerPoint, and Excel.
Ability to engage with Salesforce, Ramp, Asana, and other applications used by Barr.

Nice To Haves

Experience in a nonprofit or foundation setting.
Experience with Greenhouse ATS.

Responsibilities

Lead end-to-end recruitment strategy and operations, including job descriptions, posting channels and partnerships, candidate screening, interview panels, reference checks, communications, and alignment with the Foundation’s mission and values.
Work with teams before roles are posted to develop proactive approaches for identifying and marketing to strong candidate pipelines.
Provide a high-care, inclusive candidate experience and build relationships with candidates.
Improve talent acquisition processes using benchmarking data from peer foundations and the Boston job market, and provide biannual trend reports and recommendations.
Oversee maintenance, optimization, training, and vendor relationships for the Applicant Tracking System.
Lead onboarding strategy and operations, focusing on new hires’ first 90 days and partnering with hiring managers as the main point of contact for the new employee experience.
Overhaul the onboarding process and establish an annual review of onboarding practices.
Partner with the VP of People and Talent on workplace culture and projects related to career development, culture, and belonging.
Track HR and talent management trends and contribute innovative ideas to continuous improvement of HR strategy and operations.
Serve as HR liaison to employee committees.
Partner on employee engagement programs, including staff-wide training and individual coaching.
Lead employee offboarding, including exit documents, celebrations, and transition needs.
Advise employees on HR policies, workplace concerns, and employee relations matters, and address questions and resolve issues.
Lead and resolve employee issues appropriate to the role, and support disciplinary matters, disputes, and investigations.
Support leave management, accommodation processes, and other employee support programs.
Maintain knowledge of legal requirements and best practices under applicable federal, state, and local employment laws and regulations.
Oversee employee acknowledgment gifts and life-event celebrations.
Administer the performance management process, including annual reviews, goal-setting, manager training, communications, and process improvements.
Support employees and managers with performance goals, feedback, and professional growth opportunities.
Collaborate with leadership to identify organizational learning and development priorities.
Coordinate with Grants Management, Finance, and Information Technology on HR contracts and budgeting.
Collaborate with the Operations Team on community- and culture-building events.
Manage the Virtual Assistant program, temporary staffing needs, HR consultants, temporary staff, and other future team members as assigned.
Maintain the annual calendar of HR activities and update the Foundation’s organizational chart.
Advocate for the Foundation’s culture and ensure HR policies, processes, and daily activities reflect its values.
Participate in Foundation-wide activities, meetings, retreats, events, and cross-functional work groups that support learning, team building, and organizational effectiveness.