Description

Essential Functions:

• Serves as a primary HR partner to supervisors, managers, and executive leaders, providing guidance, coaching, and consultation on employee relations, performance management, disciplinary actions, and workforce planning.
• Partners with leadership to assess organizational and workforce needs, anticipate challenges, and recommend HR strategies that support operational and strategic objectives.
• Leads employee relations matters end-to-end, including conducting workplace investigations, documenting findings, final reports, and making recommendations in consultation with the Chief Human Resources Officer.
• Coaches supervisors and managers on effective people management practices, including performance feedback, corrective action, conflict resolution, and compliance with HR policies and employment laws.
• Ensures consistent and equitable application of HR policies, practices, and guidelines across the association while balancing local branch needs.
• Collaborates with leaders to strengthen performance management processes, including goal setting, performance evaluations, performance improvement planning, and leadership accountability.
• Partners with managers and executives to support organizational design, job structure, and role clarity to improve effectiveness, accountability, and service delivery.
• Administers leaves of absence, workers' compensation, and accommodation processes, working closely with managers, employees, and external vendors to ensure compliance and effective case management.
• Acts as a facilitator and mediator in resolving workplace conflicts between employees and leaders, ensuring fair, respectful, and timely resolution.
• Delivers and supports leadership development and HR training for supervisors, managers, and employees, aligned with organizational priorities and competencies. Participates in HR onboarding and orientation.
• Supports employee engagement, retention, recognition, and culture-building initiatives in partnership with HR team members and leadership teams.
• Represents the Association in unemployment insurance hearings and supports responses to legal, regulatory, and compliance matters related to employment practices.
• Maintains advanced expertise in the organization’s Human Capital Management (HCM) system(s) and serves as the primary subject matter expert for assigned HR functional areas within the platform. Proactively stays current on system updates, enhancements, and best practices. Advises leaders and HR stakeholders on effective use of the HCM to support workforce management, compliance, reporting, and decision-making.
• Maintains regular in-person engagement at branch locations to effectively partner with supervisors and leaders, assess workplace dynamics, and provide timely HR guidance; attends Association-level meetings, leadership meetings, and other required sessions to support strategic and operational collaboration.
• Ensures compliance with federal, state, and local labor and employment laws, including wage and hour, leave laws, and workplace safety requirements.
• Compiles the appropriate data and completes state and federal reports as assigned.
• Partners with HR colleagues to improve HR systems, processes, and data accuracy. Completes required HR system transactions in support of operations.
• Leads or participates in enterprise-wide, cross-functional HR initiatives and projects as assigned, collaborating with senior leaders to drive organizational improvement. 

Requirements

• A bachelor’s Degree (or equivalent) with at least six to eight years of related experience is required.
• Proven ability to work within a nonprofit, mission-driven culture. 
• Preferred qualifications include a human resources certification. 
• Proven customer-focused work style with excellent verbal, written, and listening skills.
• Proven ability to engender trust and maintain confidentiality.
• Demonstrated ability to maintain composure in the face of conflict.
• Requires extensive problem-solving and decision-making skills.
• Demonstrated courage, confidence, maturity, flexibility, and humility in work style
• Demonstrated ability to work independently and within a team context across all dimensions of HR.