Human Resource Manager

Status: Regular Full-time, Exempt

Reports To: CEO

About Clarendon Early Education Services, Inc

Clarendon is a leading child care agency and food program in Massachusetts. Our geographic presence for childcare services is in the highest needs communities throughout the state. Clarendon’s mission is to empower Family Child Care Educators to operate their own licensed Family Child Care businesses, while providing access to high quality early education experiences to families. Our organization is expanding and this is the first full-time position in the HR department. The HR Manager will be responsible for developing the department within our growing organization.

 

This is an exciting opportunity for a highly motivated HR professional to join a growing team of 60+ full-time employees who are dedicated to excellence in client care and support services for all of the educators, families and children we serve.

Job Overview

The Human Resource Manager is responsible for managing all Human Resource functions for the organization. Supports the Finance Department with payroll and benefit functions, administers talent acquisition and onboarding; ensures compliance with employment laws and regulations; handles employee investigations, discipline and terminations; develops employee training and development programs; and maintains updated employee records. This role requires a sound background in HR management, preferably within a non-profit environment. Strong working knowledge of a broad range of HR practices is essential, as is sensitivity to confidential matters. The ideal candidate for our organization will be supportive, empathetic and inclusive in working with diverse populations.

Key Responsibilities                                                                              

Workforce and Compensation:

  • Incorporate organizational goals and objectives into a workforce plan to maximize talent across all program areas.
  • Construct a comprehensive employee engagement plan that motivates, incentivizes and rewards employees for effective performance.
  • Maintain a competitive total compensation structure.

 Recruitment and Staffing:

  • Manage the full-cycle recruitment process, including job requisition analysis, job posting, candidate screening, interviewing, onboarding, offboarding and status changes.
  • System Administration of the HRIS database. Perform data entry for all new hires, terminations, organizational changes, electronic documentation and other daily changes as needed.
  • Develop and implement effective recruitment strategies to attract and retain top talent.

Employee Relations:

  • Serve as primary point of contact for employee inquiries and concerns regarding policies, procedures and programs. Handle employee grievances, conduct investigations, and resolve conflicts.
  • Foster a positive, respectful and inclusive work environment.
  • Partner with other team members on internal employee communications activities.
  • Plan, organize and provide support for company-wide activities and events.

Compliance:

  • Ensure compliance with federal, state, and local labor laws and regulations.
  • Maintain accurate and up-to-date employee records and documentation.
  • Conduct regular audits to ensure compliance with company policies and legal requirements.
  • Provide data and companywide audit and compliance requests.

Performance Management:

  • Oversee the performance appraisal process, including goal setting, performance reviews, and development plans. Provide guidance and support to managers on performance management issues.
  • Execute all employee rewards and recognition programs.

Policy Development:

  • Develop, implement, and enforce HR policies and procedures. Continually review current policies and actively work toward improvements, aligning with business objectives.
  • Maintain employee handbook and all internal documentation pertaining to Company policies and procedures and communicate policy changes to employees to ensure understanding and compliance.

Organizational Effectiveness:

  • Establish and implement human resource efforts that effectively communicate and support the company’s business objectives.
  • Serve as a collaborative member of the extended leadership team and provide consultative coaching to colleagues to make key talent and workforce decisions in support of the workforce strategy.
  • Manage complex employee relations matters, driving favorable resolutions as quickly as possible.

Training and Development: Identify training needs and develop training programs to enhance employee skills and knowledge. Coordinate and facilitate training sessions and workshops.

Compensation and Benefits: Administer employee compensation and benefits programs, including support of payroll processing. Conduct salary reviews and benchmark compensation practices against industry standards.

Payroll: Facilitate the HR-side of payroll and partner with the Finance team to process payroll on a bi-weekly basis. Advise and support all payroll related functions including Unemployment and PFML processes.

Safety and Health: Collaborate with management and staff to promote and maintain a safe working environment. Participate in safety committee meetings and initiatives.

HR Metrics and Reporting: Track and analyze HR metrics to identify trends and areas for improvement. Prepare and present reports on HR activities and performance to senior management.

Job Requirements:

  • Bachelor’s Degree (B.A.) in Human Resources or related field, or similar work experience
  • 5 years’ experience in progressively responsible HR roles with experience in Human Resources management, non-profit experience desirable
  • Exceptional interpersonal, communication, analytical, negotiation, collaboration, and conflict resolution skills
  • Knowledge of recruiting components: sourcing; qualifying; wage/salary trends
  • Experience in administration of payroll, benefits and training and development programs
  • Adept with performance and compensation management programs
  • Experience with disciplinary processes, investigations and employee relations consultations
  • Experience with policy interpretation, compliance and application of knowledge of state and federal labor laws
  • Proficiency in Microsoft Applications, Payroll and HRIS database management tools
  • Ability to accomplish daily/weekly responsibilities in conjunction with developing and implementing projects to drive additional and ongoing improvements
  • Ability to establish personal goals and work independently
  • Expertise in developing a “best practice” culture
  • Ability to organize, multi-task and prioritize tasks
  • Ability to commute to regional offices to provide on-site staff support/team meetings
  • Bi-lingual in Spanish or Portuguese a plus

Benefits include:

  • 16 paid holidays
  • 8 sick/personal days
  • 10 vacation days annually
  • 401(k)
  • 401(k) matching
  • Dental insurance
  • Health insurance
  • Life insurance
  • Salary is commensurate with experience and qualifications

Work Location: Lawrence, MA

Schedule: Monday to Friday

Application Question(s):

  • How many years have you worked in the Human Services sector?
  • Do you have the ability to commute to regional offices across the state?

Submit inquiries to hr@clarendonees.org