Senior Human Resources Manager

Visión y Compromiso

29d•$85,000 - $100,000•Remote

About The Position

Visión y Compromiso is seeking an experienced Senior Human Resources Manager to help establish a strong HR function, support leaders, and create a positive employee experience across the organization. This is a remote position based in California, with regular travel throughout the State. The role serves as the senior Human Resources leader and trusted advisor to executive leadership, reporting to the Executive Director. The Senior Human Resources Manager will oversee every aspect of the employee experience, from recruitment and onboarding to leadership development, performance management, employee relations, workplace investigations, total rewards, disability management, workers’ compensation, and employment law compliance. This position will also focus on strengthening the organization’s leadership capacity, guiding cultural evolution, and building the systems and practices that support a healthy, engaged, and high-performing workforce.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Public Administration, or a related field (or equivalent combination of education and experience).
Seven or more years of progressively responsible Human Resources experience with broad generalist responsibility.
Significant experience conducting complex workplace investigations.
Demonstrated success leading organizational change and culture transformation initiatives.
Experience coaching managers and developing leadership capability.
Strong working knowledge of California employment law, including wage and hour, ADA, FEHA, FMLA, CFRA, workers’ compensation, and employee relations.
Excellent judgment, discretion, and interpersonal skills.

Nice To Haves

SHRM-SCP, SHRM-CP, SPHR, or PHR certification.
Experience working in nonprofit or mission-driven organizations.
Bilingual English/Spanish.
Experience building or modernizing HR functions during periods of organizational growth.

Responsibilities

Serve as the organization’s senior Human Resources professional and trusted advisor to executive leadership.
Develop and implement HR strategies that support organizational priorities and long-term sustainability.
Build scalable HR systems and processes that support continued organizational growth.
Analyze workforce trends and recommend practical solutions to strengthen organizational effectiveness.
Foster strong partnerships with leaders across the organization.
Lead organizational change initiatives that support continued growth while preserving the organization’s mission and values.
Assess organizational effectiveness and recommend improvements to structure, communication, and workforce practices.
Help leaders navigate change with confidence, transparency, and empathy.
Support initiatives that strengthen employee engagement and organizational culture.
Champion continuous improvement across all areas of Human Resources.
Design and implement programs that strengthen the effectiveness of managers and supervisors.
Coach leaders in communication, accountability, performance management, conflict resolution, documentation, and employee development.
Develop practical tools and resources that help supervisors succeed.
Create learning opportunities that build leadership capability throughout the organization.
Support succession planning and leadership pipeline development.
Conduct prompt, impartial, and thorough workplace investigations involving employee complaints, policy violations, discrimination, harassment, retaliation, and other sensitive matters.
Prepare investigative findings and recommendations.
Advise leadership regarding appropriate corrective action and organizational risk.
Promote respectful, productive working relationships throughout the organization.
Lead recruitment strategies that attract diverse, mission-driven talent.
Partner with hiring managers throughout the recruitment process.
Strengthen onboarding practices that help new employees succeed.
Develop retention strategies that improve employee engagement and organizational stability.
Lead the organization’s performance management program.
Coach supervisors on setting expectations, providing feedback, documenting performance, and addressing performance concerns.
Develop performance improvement strategies that encourage employee success while maintaining accountability.
Administer compensation and classification programs.
Conduct salary analyses and recommend equitable compensation practices.
Oversee employee benefits administration.
Partner with vendors and brokers to maintain competitive, cost-effective benefit programs.
Ensure compliance with all applicable leave laws.
Lead the interactive process and reasonable accommodation program.
Oversee disability management and return-to-work efforts.
Coordinate workers’ compensation administration and modified duty programs.
Ensure compliance with all federal, state, and local employment laws.
Maintain HR policies, procedures, and the employee handbook.
Monitor legislative developments and recommend organizational responses.
Partner with legal counsel when appropriate.
Reduce organizational risk through proactive HR practices.
Foster a workplace culture grounded in respect, inclusion, accountability, and continuous learning.
Develop initiatives that strengthen employee engagement and organizational trust.
Encourage collaboration, communication, and recognition across the organization.
Help preserve the organization’s humility and sense of community while supporting a more consistent, professional work environment.