Senior Manager, HR and Operations — Ralph C. Wilson, Jr. Foundation

Continuserve•Detroit, MI

13d•Hybrid

About The Position

The Ralph C. Wilson, Jr. Foundation is a 20-year limited-life foundation dedicated to improving the quality of life in Southeast Michigan and Western New York, with a mandate for a 20-year spend down by 2035. The Foundation is seeking a Senior Manager, Human Resources and Operations who brings energy, collaboration, and a genuine commitment to the people doing this work. This hybrid role, based in Detroit, is central to ensuring the Foundation's team is supported, developed, and positioned to deliver meaningful impact. The Senior Manager will collaborate with the leadership team to support human resource functions, including legal and compliance needs, professional growth and career development of staff, management of facilities to ensure a highly functioning team workspace, and coordination of administrative team activities. As a key touchpoint for staff, this role will provide coaching, professional development support, career planning, and other talent management and human resources support to the entire team.

Requirements

Bachelor’s degree required in a relevant field (i.e., business, organizational development, or psychology).
7 or more years of progressively responsible experience in human resources, organizational development, or a related field.
Demonstrated ability to lead and supervise small cross-functional teams of highly skilled knowledge workers, managing complex projects, and working with senior leadership and external partners.
Demonstrated experience with the technical aspects of HR and benefits administration, including health, retirement, other benefit plans, and an understanding of the legal aspects of career transition support.
Proven ability to develop and implement strategic talent-focused practices at an organizational level within a small, highly functional team.
Experience serving as a strategic advisor to executive leadership, particularly in shaping talent retention strategies that support organizational goals.
Supervisory experience required.
Understanding of facilities management and demonstrated experience in project management and execution
Exceptional communication skills, both written and verbal, with a demonstrated ability to connect with leadership and the team at all levels.

Nice To Haves

Experience working in a foundation, nonprofit, or philanthropic ecosystem is strongly preferred.
Senior candidates with 10 or more years of experience are strongly encouraged to apply.

Responsibilities

Manage human resources functions and benefit plan administration: Implement and oversee personnel policies and practices, performance assessment processes, and support the team on a wide range of HR issues.
Work with benefit providers to meet legal and operational requirements, including monitoring costs and effectiveness as important tools for retention.
Coordinate the Foundation’s administrative team: Optimize team cohesion and ensure effective support across all functions of the organization.
Manage the facilities and operations of the office: Ensure a work environment that supports deep work, creativity, and collaboration for all team members.
Oversee the ongoing maintenance and effective use of the building to accommodate the Foundation’s evolving needs through its conclusion.
Partner with staff to support smooth transitions as roles evolve or as the Foundation approaches its conclusion, including identifying appropriate retention and/or transition strategies, creating and facilitating learning experiences, coaching on effective behaviors in current roles, and supporting the development of career plans that address “what comes next.”
Focus on appropriate support and investment in people through the end of the Foundation’s life, including professional development budgets and the effective use of retention and transition investments.
Partner with leadership to support the development of succession plans as the work transitions and becomes more focused through spend‑down.
Increase staff engagement by understanding concerns and opportunities, supporting effective collaboration and feedback practices, providing support to the Culture Committee, and developing effective performance assessment processes and salary benchmarking.
Develop and administer effective onboarding, including supporting deep engagement in organizational culture, and ensure staff exits are fully documented to facilitate further learning.