Human Resources Manager Jobs

About The Position

Requirements

• Bachelor’s degree in human resources, business, or a related field, or an equivalent combination of education and relevant experience.
• At least four years of progressive Human Resources experience, including independent ownership of employee relations matters and workplace investigations.
• Demonstrated experience writing clear, fact-based investigation reports and making defensible recommendations.
• Working knowledge of federal, state, and local employment requirements and ability to identify when legal or specialized consultation is needed.
• Demonstrated ability to coach leaders, manage competing priorities, handle confidential information, and exercise sound judgment under pressure.
• Experience using HR systems and case management technology.
• Ability to travel up to 25% to YMCA locations, as business needs require.
• Ability to pass a pre-employment background check, including criminal record check, drug screening, motor vehicle record check, and reference check according to company policy.
• Must be legally eligible to work in the United States without current or future sponsorship.

Nice To Haves

• Workday and HR Acuity experience.
• Five or more years of progressive HR, employee relations, or HR business partner experience.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or comparable HR certification.
• Experience in a multi-site, nonprofit, youth-serving, early learning, regulated, or union environment.
• Experience supporting organizational change, culture improvement, leadership transitions, or employee engagement initiatives.

Responsibilities

• Independently lead workplace investigations from intake through resolution, including scoping, planning, interviews, evidence review, credibility assessment, findings, written reports, and recommendations.
• Own assigned employee relations matters with urgency and ensure complete, accurate, timely, and audit-ready documentation in HR Acuity.
• Assess policy, employee experience, operational, regulatory, legal, safety, and reputational risk, and escalate significant matters to the Vice President of Human Resources.
• Partner with leaders on appropriate and consistent employment actions based on established facts, policy, prior practice, and organizational risk.
• Lead complex or sensitive matters involving harassment, discrimination, retaliation, accommodations, leave, wage and hour, safety, youth protection, regulatory issues, or other significant risks.
• Serve as the primary HR partner for assigned leaders and employee populations across the decentralized organization.
• Learn the operational, cultural, regulatory, and workforce considerations affecting assigned areas and incorporate them into HR guidance and risk assessment.
• Partner with leaders on culture, retention, team effectiveness, manager capability, organizational change, and workforce concerns.
• Build trusted partnerships with leaders and employees and provide consultation on HR policies, performance concerns, corrective action, workplace conflict, and employee experience.
• Connect employee relations activity to culture, retention, engagement, manager capability, and operational outcomes.
• Partner with HR centers of expertise, Legal, operations, and third-party resources to resolve matters and improve service delivery.
• Ensure use of established case naming conventions, issue categories, required fields, confidentiality standards, service expectations, and case closure requirements.
• Use Speakfully, HR Acuity, Workday, and other approved systems to maintain appropriate records, monitor workflow, and improve data quality.
• Analyze case volume, issue categories, case aging, corrective action activity, recurring leader concerns, and other employee relations trends.
• Translate employee relations data into practical recommendations for risk reduction, manager development, culture improvement, employee experience, and prevention.
• Support leadership transitions, reorganizations, team assimilation, and other change initiatives within the assigned population.
• Identify process gaps and recommend scalable improvements to employee relations intake, investigations, corrective action, reporting, and case management.
• Advise leaders on corrective action and review proposed actions for quality, consistency, policy alignment, and risk.
• Own or advise on complex, sensitive, or high-risk separations, and oversee defined routine separations handled with HR Specialist support.
• Provide escalation support for unemployment hearings, complex claims, and appeals while the HR Specialist manages routine claims administration.
• Review and guide work completed by the HR Specialist while maintaining accountability for investigation quality, findings, recommendations, and leader consultation.

Benefits

• The YMCA of Metropolitan Atlanta states that it offers an excellent benefits and career opportunities package; specific benefits are not listed.