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Human Resources Manager
Operations Remote
About us:
Resource Generationis a national, multi-racial, membership-based organization mobilizing young people (ages 18-35) with wealth and class privilege in the U.S. to become transformative leaders working towards the equitable distribution of wealth, land, and power. The broader Resource Generation community includes people of all ages and class backgrounds who support the role that young people with wealth play in social change. RG has 18 chapters in cities around the U.S., and our chapters engage in base-building, political education programming, running giving circles, engaging in local and national campaigns, and building local organizational relationships. Resource Generation is proud to have 1000+ dues-paying members who collectively made $100M in pledges to social justice movements in 2021. RG is 95% funded by our members.
Resource Generation is a primarily remote organization with headquarters in New York City. RG staff operate on a 32-hour workweek schedule (generally Monday-Thursday). We currently have 21 full-time staff andare a multi-class and multi-racial team.We especially encourage those who are Black, Indigenous, and people of color; trans, non-binary, and gender non-conforming people; and people from poor and working-class backgrounds to apply.
Overview of role:
RG is looking for a full-time (32 hours) Human Resources Manager. The main responsibilities of this role will be to handle the organization’s day-to-day human resource operations. The HR Manager will be in charge of implementing and overseeing our organization’s policies and procedures, ensuring compliance with state and federal regulations, managing staff onboarding and offboarding, supporting hiring processes, and providing benefits support to our team. They will also evaluate, plan, and implement new human resources policies, programs, and practices.
The ideal candidate for this position values open communication, can work effectively with remote staff nationwide, and can manage multiple priorities simultaneously. This role requires working several hours a day at a computer and communicating primarily through email and video conferencing. A college degree is not necessary to work at Resource Generation.
The HR Manager will work closely with external insurance brokers, vendors, and consultants and utilize our work and project management systems, databases, and digital file storage system. The success of this role will be measured by the smooth, timely, and accurate annual benefits enrollment, promptly responding to staff questions and concerns, managing multiple short and long-term projects, and ensuring that staff have knowledge and information about organizational policies. There may be emerging opportunities (and/or requests) to add or shift some work areas as needed.
The HR Manager will join a highly collaborative work environment and work with a 4-person Operations Team. This position will report directly to the Director of People & Culture.
Job Responsibilities:
Manage Employee Benefits
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- Coordinate the administration of the annual open enrollment of employee benefit programs.
- Prepare and process required benefits documents for active and terminated employees, including enrollment and change forms.
- Manage COBRA benefits for terminating staff utilizing this benefit
- Manage employee retirement benefits program
- Track staff professional development funds
- Track salary adjustments for current staff
- Routinely check benefit invoices against payroll deductions to ensure accuracy.
- Take the lead in enhancing and creating attractive and comprehensive fair benefits packages and managing outside vendors and brokers with an explicit lens of ersity, equity, inclusion, and disability justice.
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Policies and Procedures
- Act as point person for all HR policies
- Serve as lead on all matters related to the Employee Handbook; act as a consultant to managers and staff regarding the policies and procedures listed in the Employee Handbook.
- Institutionalize Personnel Manual; collaboratively develop and communicate its policies and procedures while maintaining, revising, and updating it as needed
- Conduct ongoing audits of HR and Operations policies and practices to assess their effectiveness.
- Creates and updates policies as needed; finds solutions to issues as they arise.
- Update other organizational or Operations policies as needed
- Promote and share RG policies in the non-profit and philanthropic sectors
Compliance & Regulations
- Serve as lead on all legal matters related to HR compliance
- Consult with Executive staff leadership around institutionalizing disability justice as it relates to HR and Operations policies and practices
- Create and manage state employment registrations for new and terminated employees
- Manage employee training programs, such as annual anti-sexual harassment and safety training.
- Serve as point person regarding employee questions on state and federal labor regulations.
- Remain current on employment law to ensure compliance with applicable state and federal laws.
- Process state Paid Family Leave and Disability Leave forms
- Monitor and respond to unemployment claims
- Maintain electronic human resource records by recording new hires, transfers, terminations, position changes, and salary increases.
- Ensure full compliance with federal and state human resources and employment guidelines and signage and communication of new policies.
- Act as point person for staff who take parental or sabbatical leave or short-term/long-term disability leave.
Systems & Processes
- Serve as point person for all HR and Operations systems and processes
- Update the BambooHR platform and Google Drives with reference documents to facilitate understanding of our procedures for staff
- Assist in the development of content to train colleagues on the HRIS system
- Build new HR systems and processes and implement them to ensure full staff utilization
- Recommend new software to address personnel needs, like performance review tools
- Improve upon existing processes by streamlining better to suit the needs of RGs growing staff
Staff Team Support
- Acts as a first point of contact for employees regarding HR benefits and policies
- Hold quarterly informational webinars on HR benefits and policies
- Review timesheets for accuracy and collate quarterly timesheets for the finance packet
- Revise organizational chart as needed
- Continuously build benefits and human resources knowledge to answer employees’ questions.
- Support the Exec leadership and internal staff anti-oppression committee to ensure HR and Operations policies have an explicit lens of ersity, equity, inclusion, and disability justice.
Hiring Process Support
- Hold the overall hiring process for new positions; synthesize, streamline, and standardize RGs hiring processes.
- Serve as point person for new hiring processes, ensuring all teams are aligned on work plans.
- Support staff team in the development of job descriptions and posting in the hiring application system
- Lead recruitment efforts by posting job vacancies
- Communicate with candidates throughout the hiring process
- Support hiring teams in contacting candidate references
- Create offer and rejection letters for position candidates
- Calculate salaries for new positions, promotions, role changes, staff relocations utilizing RGs salary scale and compensation structure
Onboarding/Offboarding
- Supports onboarding of new employees: schedules new hire orientation, oversees new hire paperwork, reviews policies and benefits
- Supports orientation of new staff and offboarding of exiting staff in the areas of benefits and communication
Core Qualifications and Skills:
Experienced in Human Resources & Operations Management
- Demonstrated experience in human resource management and operations
- At least two years of dedicated benefits enrollment and administration experience
- Demonstrated knowledge of employee benefits, including health insurance, FSA benefits, and retirement plans
- Familiarity with Human Resources Information Systems (HRIS) and other HR technology
- Knowledge of state and federal employment laws and compliance requirements
Effective communication
- Experience and comfort with working remotely with a national team across the country
- Ability to communicate verbally and in writing to staff and external stakeholders promptly via email, phone, and chat
- Ability to respond promptly
- Excellent interpersonal relationship-building skills
Effective presentation skills
- Experience presenting HR benefits and organizational policies to staff as iniduals and groups; ability to communicate to staff less familiar with such matters
- Engaging and varied presentation skills
Keen attention to detail
- Can manage multiple projects and tasks with minimal mistakes
- Excellent attention to detail when reviewing or completing forms, spreadsheets, and other data
Self-directed, persistent, creative, and solution-oriented
- Can effectively work-plan to meet monthly, quarterly, and annual goals
- Proactive in dealing with any concerns or blocks to their work
- Excellent decision-making and analytical skills
- Adept at problem-solving, including being able to identify issues and resolve situations promptly
Flexible, Collaborative and Team-Oriented
- Open to shifting priorities and timelines as needed
- Can manage own workload while responding to emerging and ongoing organizational needs
- Administrative tasks, including goal setting and monthly receipts and reimbursement
- Staff-wide tasks, including weekly all-staff meetings, annual training on our collective governance process, and participation in other team meetings as needed
Ability to build strong relationships across differences
- Demonstrated skills in building trust and working with a wide range of people across class, race, gender, and sexual orientation
- Demonstrated experience navigating HR benefits to apply to non-traditional families
- Experienced in applying a rigorous disability justice framework to benefits administration and the creation and implementation of workplace policies
Culturally competent
- Committed to anti-oppression, ersity, equity, and inclusion in the workplace, mainly through HR policies and staff benefit administration
- Recognition of the role of race, age, immigration status, and other identities in shaping economic disparities
- Recognition of how one’s own identities show up in the work, and welcome, reflect, and act on feedback with the intention of continuous learning across lines of difference
Confidentiality
- Understand the importance of confidentiality concerning all sensitive personnel information, records, and reports.
The ideal candidate is someone who:
- Can work in a highly collaborative organization while still managing inidual short-term and long-term projects
- Has completed a PHR or an aPHR exam within the past ten years
- Has at least five years of experience in Human Resources in a fast-paced, mission-driven social justice non-profit organization with 20 or more employees
- Is experienced in managing HR systems and technologies, including human resource information systems (HRIS)
- Knows HR best practices and relevant federal, state, and local employment laws
- Is fluent with databases and digital tools such as BambooHR, Google Suites, Asana, and Slack
- Has a solid understanding of class, classism, and their own class identity
- Integrates a liberatory, ersity, equity, and inclusion lens in their work to ensure HR, employee benefits, and Operations policies are clear and accessible
- Is familiar with healing justice; commitment to own transformation & healing from oppressive systems
- Believes in the stake young wealthy folks have in collective liberation and the possibility and necessity of cross-class and multiracial movement building
If you are excited by this position but dont meet all the requirements, we encourage you to apply. We recognize that not all candidates may be strong in all areas listed. We also welcome learning about your strengths and talents to bring to this role that may not be fully captured in our list.
Compensation, Benefits, and the Application Process:
Salary:This is a full-time position with a salary range of $67,000 – $77,000 based on regional cost of living and additional experience brought to the role.
Benefits:RG offers excellent benefits, including:
- Personal time off (PTO): 15 vacation days, 15 sick days, five personal days, and a minimum of 1 week office closure in late December
- 8-week paid sabbatical after four years of employment, with the option to use PTO for an additional four weeks
- 403(b) retirement plan with a 5% employer contribution after one year of employment
- 100% employer-paid health (United Healthcare), vision (UNUM), and dental (UNUM) insurance and 90% employer-paid health, vision, and dental insurance for partners, spouses, and families
- Medical, dependent care, and transit flexible spending account with an annual $500 employer contribution to medical FSA and access to an Employee Assistance Program
- 100% employer-paid short-term and long-term disability and life insurance (UNUM)
- Professional development funds (minimum $3,000 per 2-year period)
- Initial $500 home office tech setup (shipment of desktop and laptop provided and not included in initial setup)
- Monthly stipends for home office /co-working (up to $200/month) and cell phone reimbursement (up to $100/month)
- Parental leave (up to 6 months within the first year after birth, adoption, or fostering), plus opportunities to work part-time for up to an additional six months
- Gender-affirming medical leave, potential for medical travel reimbursement to access state-restricted medical care, and up to 40 hours (5 days) of Safe Leave
Location & Travel:The HR Manager can work remotely from anywhere in the continental US and is expected to be available between 1-4 pm EST to accommodate staff across time zones. The candidate must be able to travel up to three times a year for week-long national conferences and staff retreats.
Staff Culture:RG is grounded in feminist and social justice principles. We engage in monthly identity-based caucuses and bi-monthly political education sessions. RG is a highly dynamic and fast-paced organization. Our working culture is highly collaborative and we spend a considerable amount of time goal setting and work planning to ensure staff are empowered and supported to be successful in their positions. Staff collaborates to support hiring processes, annual budgeting, and event programming. We engage in group wellness practices every quarter and support one another to work against a culture of overwork. We recognize that paid work is only one aspect of our lives and encourage each other to take breaks and paid time off.
Timeline and Hiring Process:There will be up to two interviews for selected qualified applicants. You will have at least 48 hours before the interview to review the questions. Candidates may be asked to complete an assessment/exercise or provide a sample of their work (if any of these are requested, you will be compensated for your efforts).
To apply, please submit your resume throughBambooHR by midnight on July 11, 2024.As part of the application process, answer the following two questions:
- We realize that HR positions often exist to support executives’ interests. At RG, this position exists to remove barriers to understanding benefits for our staff and improve our staff’s lives through our policies. How do you approach HR from a ‘staff first’ perspective?
- What personal values do you hold that you bring into an HR position? Please speak about how you are incorporating your values into the systems you create and set up and how you support staff in utilizing their available resources.
If you have other experiences that may not be addressed in your resume that you would like to share, please feel free to submit a brief letter with your resume.
Accommodations:Please contact Megan at [email protected] if additional, reasonable accommodations are needed to participate in the application and interview process.
Resource Generation is an equal opportunity employer and promotes equal opportunity in recruitment, employment, training, development, transfer, and promotion. Our employment practices are without regard to race, color, religion, creed, sex, age, sexual orientation, gender identity or expression, disability or medical condition, national origin or ancestry, marital and veteran status, and all other categories protected by anti-discrimination laws.
Location
Remote
Department
Operations
Employment Type
Full-Time
Minimum Experience
Manager/Supervisor
Compensation
67,000 – $77,000
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