Senior Human Resources Manager

S+H Search; Chicago (IL); On-site; USD 75,000 - 110,000; Full time

Job summary

S+H Search invites applications for an HR Manager to lead human resources in a mission-driven nonprofit Chicago organization. The role focuses on aligning HR practices with the organization's values while supporting employees and leadership.

Key duties include HR operations, recruitment, onboarding, performance management, benefits, policy development, compliance, employee engagement, and professional development in a collaborative, inclusive environment.

Job description

The HR Manager is responsible for overseeing and supporting the organization’s human resources functions while fostering a positive, inclusive, and mission-driven workplace culture. This position serves as a trusted resource to employees and leadership and helps ensure that HR practices align with the organization’s mission, values, strategic priorities, and applicable employment laws.

The HR Manager will manage day-to-day HR operations, including recruitment and retention, employee relations, onboarding, performance management, benefits administration, policy development, compliance, employee engagement, and professional development. The ideal candidate is a collaborative and compassionate HR professional who understands the unique challenges and opportunities of working within a nonprofit environment.

Key Responsibilities:

Human Resources Operations

• Oversee day-to-day HR operations and ensure effective, consistent HR practices throughout the organization.
• Maintain accurate and confidential employee records and HR documentation.
• Develop, implement, and update HR policies, procedures, and employee handbook materials.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Monitor HR processes and recommend improvements that increase efficiency while remaining mindful of nonprofit resources and budgets.

Recruitment and Staffing

• Manage the full recruitment and hiring process, including job descriptions, job postings, candidate screening, interviews, reference checks, and offer processes.
• Partner with department leaders to identify staffing needs and develop effective recruitment strategies.
• Promote equitable and inclusive hiring practices.
• Support strategies for attracting and retaining employees who are committed to the organization’s mission.
• Develop onboarding and orientation programs that help new employees quickly understand the organization’s culture, expectations, and mission.

Employee Relations and Engagement

• Serve as a trusted resource for employees and managers regarding workplace concerns, policies, performance issues, and conflict resolution.
• Promote a respectful, inclusive, and supportive work environment.
• Investigate employee concerns and workplace complaints appropriately and confidentially.
• Develop initiatives that improve employee engagement, morale, recognition, and retention.
• Help foster a workplace culture consistent with the organization's mission and values.

Performance Management and Development

• Coordinate the organization’s performance management and annual review processes.
• Coach managers on effective performance feedback, goal setting, documentation, and employee development.
• Identify training and professional development opportunities.
• Support career development and succession planning initiatives.
• Encourage continuous learning and leadership development across the organization.

Compensation and Benefits

• Administer employee benefits programs and serve as a resource for employee questions.
• Partner with benefit providers and payroll partners to resolve issues and maintain accurate records.
• Support compensation reviews and help ensure equitable and competitive pay practices within available organizational resources.
• Assist with payroll-related HR processes and maintain accurate employee information.

Compliance and Risk Management

• Maintain current knowledge of applicable employment laws and regulations.
• Ensure compliance with required employment practices, workplace postings, employee documentation, and reporting requirements.
• Support workplace safety, workers’ compensation, leave administration, and other risk-management activities.
• Maintain confidentiality of sensitive employee and organizational information.

Organizational Culture and Strategic Support

• Partner with executive leadership to align people strategies with the organization’s mission and strategic plan.
• Help build a culture that supports diversity, equity, inclusion, belonging, and respect.
• Use HR data and employee feedback to identify trends and recommend organizational improvements.
• Support organizational change initiatives and periods of growth or restructuring.
• Participate in strategic planning and leadership discussions as appropriate.