11 days old
2018-05-092018-06-08

Human Resources Manager

Lawyers' Committee for Civil Rights Under Law
Washington, District of Columbia 20005
  • Job Type
    Employee
  • Job Status
    Full Time
  • Shift
    1st Shift
  • Jobs Rated
    16th

Human Resources Manager


The Lawyers’ Committee for Civil Rights Under Law, one of the nation’s leading civil rights organizations, seeks a skilled and talented Human Resources professional with a strong grounding in Diversity, Equity and Inclusion (DE&I) to serve as the organization’s Human Resources (HR) Manager.

The HR Manager will play an integral role in shaping the experience of our exceptionally skilled and dedicated team of staff and fellows as we work to achieve our vital mission. The HR Manager will bring her/his expertise to ensure a responsive and professional HR department; promote and cultivate a supportive, inclusive and collaborative culture; and foster a strong sense of community. The HR Manager must be skilled at addressing issues in a calm and confident manner and be able to develop and implement appropriate solutions designed to strengthen work relationships, support organizational goals and meet regulatory requirements. In addition, the HR Manager must be an excellent communicator, both verbally and in writing, take a roll-up-your-sleeves approach, have the highest integrity, and possess a sense of humor and grace under pressure. The HR Manager will also help foster a trusting environment which is characterized by transparency, active listening and direct communication.

The position is based in Washington, D.C. The Human Resources Manager reports to the Vice President, Strategy & Policy and the Executive Director as necessary on EEO and other related matters. No travel will be required.

ROLES AND RESPONSIBILITIES
The Human Resources Manager will lead all human resource administration, including recruiting and hiring, professional development, training, and internal communications and is directly responsible for the overall administration, coordination and evaluation of the human resources function.

The HR Manager will be part of a small team, and must be committed to ensuring effective and successful HR service to all employees throughout the organization. The HR Manager must be comfortable providing guidance, strategic input and advice to senior management on sensitive and confidential employee matters.

Using a DE&I perspective, the HR Manager will have the following roles and responsibilities:

Manage HR functions, policies, and compliance requirements

Policies and Procedures: Develops, recommends, implements and evaluates human resources plan, personnel policies and HR procedures to ensure equitable and inclusive processes for recruitment and retention, employee orientation and onboarding, and professional development; Provides guidance and develops policies on situations that fall outside of existing personnel policies

Benefits: Oversees the implementation, administration and review of compensation and benefits programs

Manages the Department: Develops department goals, objectives and systems; Works to streamline and ensure smooth functioning and operation of the department; Supervises departmental staff; Prepares and maintains handbook on policies and procedures; Maintains current organizational chart and staff directory

Works with Partners: Works closely with accounting department to coordinate overlapping functions; Works with project directors to assist them in carrying out their responsibilities on personnel matters; Consults with legal counsel as appropriate, or as directed by the Vice President, Policy & Strategy, on personnel matters

Maintains current, state of the art policies and practices: Maintains best practices for all elements of human resources function including record keeping, policies and procedures, and compliance; Reviews, evaluates and maintains a human resource information system that meets the organization's personnel information needs; Maintains knowledge of industry trends and employment legislation; Ensures compliance with all federal and local employment and labor laws, EEO reporting and other regulatory requirements; Sets, measures, and tracks goals, metrics and performance measures; Recommends new approaches, policies and procedures to ensure continual improvements in efficiency of department and services performed

Talent Management

Recruitment and Retention: Conducts recruitment efforts for all employees; writes and places job postings; works with supervisors to screen and interview candidates; conducts reference checks; extends job offers; institutes retention practices; conducts exit interviews

Employee Orientation and On-Boarding: Reviews and updates on-boarding process to be best in class; conducts new-employee orientations

Professional Development: Establishes robust professional and career development program; identifies professional and leadership development opportunities; oversees and manages performance management process;

Ensuring Diversity, Equity & Inclusion: Implements organization’s commitment to a diverse and inclusive workplace through establishing goals and benchmarks, measuring and tracking outcomes and meeting established metrics and priorities

Staff Development: Identifies, recommends and evaluates staff training and development opportunities, including skill building, leadership development, and community building

Employee Relations: Provides counseling, mediating, negotiating, and solutions for employee relations issues; handles all EEO complaints and investigations through to resolution; maintains an open door policy and accessible manner; responds to all performance issues, and recommends and oversees all disciplinary action, including maintaining appropriate documentation and verification

Internal Communications

Internal Communications: Leads internal communications to staff; Effectively communicates organization’s vision, goals and objectives; implement successful programs and shares outcomes; Communicates changes in the organization's personnel policies and procedures; Maintains confidentiality and builds trust among staff at all levels

To Apply: Please submit a cover letter, resume, and desired salary range to https://podio.com/webforms/20866489/1436297

No calls will be accepted. The position will remain open until filled and applications will be reviewed on a rolling basis. Salary and benefits are competitive for a nonprofit legal organization.

The Lawyers’ Committee does not discriminate on the basis of actual or perceived race, religion, color, national origin, ancestry, disability, medical condition, marital status, sex, age, sexual orientation, gender identity or expression, family responsibility, personal appearance, genetic information, matriculation, political affiliation, or any other status protected under law.

We strongly encourage candidates of color and candidates from underrepresented communities to apply.

Accessibility Assistance: Although calls will not be accepted regarding questions about the position, if you are an individual with a disability and need assistance completing the online application, please call 202-662-8600 and ask for an applicant accommodation or send an email with the subject line “Applicant Accommodation” to kcoates@lawyerscommittee.org

Requirements

EXPERIENCE AND QUALIFICATIONS
The ideal candidate will possess many of the following abilities, attributes, and experiences:

Skills and Training
 A Bachelor's degree in Human Resources or related field required, Master’s Degree a plus

 A minimum of seven to ten years’ experience in human resources

 SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) credential

 Excellent verbal and written communication skills as well as facilitation abilities

 Record of experience and success in diversity, equity and inclusion (D,E,&I) programs with experience fostering diversity, equity and inclusion in an organization

 Demonstrated success in a dynamic organizational setting

 Experience in all aspects of human resource administration including performance management, professional development and training, leadership development, internal communications, progressive discipline, and conflict resolution

 Strong knowledge of federal and state employment and labor laws and guidelines, including EEO, FMLA, ADA, worker’s compensation, and unemployment insurance

 Knowledge of HRIS systems

Personal Qualities
 A professional, resilient, trustworthy and collegial style

 Sincere customer service orientation, with an open door policy and approachable manner

 Excellent judgment, able to ensure discretion with sensitive and confidential information

 A skilled negotiator, consensus builder and communicator with the ability to patiently and expertly manage conflicts and challenges

 Commitment to diversity and passion to help the organization strengthen and move forward

 Comfortable juggling multiple priorities and working in a fast paced environment

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Human Resources Manager

Lawyers' Committee for Civil Rights Under Law
Washington, District of Columbia 20005

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Lawyers' Committee for Civil Rights Under Law
Washington, District of Columbia

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Human Resources Manager
16th2017 - Human Resources Manager
Overall Rating: 16/199
Median Salary: $104,307

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