Manager of Human Resources

DEPARTMENT: ADMINISTRATION/Human Resources
TITLE: Manager of Human Resources
CLASSIFICATION: Exempt
SALARY RANGE: $78-$90k commensurate with experience and qualifications

Work Environment and Location: Onsite role with potential for hybrid flexibility after demonstrated proficiency as determined by CEO.

Executive Summary
Champions for Children, Inc. seeks a Manager of Human Resources with 5–7 years of progressive HR generalist experience, preferably in the nonprofit sector. This role is responsible for leading and continuously improving full life-cycle HR functions, including performance management, compensation, payroll, recruiting, onboarding, talent development, and change management, while also managing and developing one direct report.

Serving as a trusted partner to the CEO and organizational leaders, the Manager of Human Resources advances organizational effectiveness through both operational excellence and strategic HR initiatives that support talent attraction, engagement, development, and retention. The role provides day-to-day HR leadership, ensures compliance with applicable policies and regulations, and helps shape a positive, mission-driven culture.

The ideal candidate brings a strong combination of strategic workforce planning capability, relationship management skills, and hands-on execution. Nonprofit experience is preferred, particularly in navigating mission-driven priorities, grant- and program-supported staffing models, and evolving workforce needs.

Essential Functions
•    Lead full life-cycle HR generalist activities, ensuring high-quality, timely execution and alignment with organizational policies and culture. 
•    Own the annual performance management cycle, including goal-setting guidance, calibration support, manager training, process communications, and system/process administration to drive fair, consistent, and mission-aligned outcomes.
•    Manage annual compensation strategy and processes in partnership with the CEO and finance leadership, including market benchmarking, achieving an affordable and competitive total compensation (pay and benefits) approach, salary structure maintenance, merit cycle planning, retention recommendations, and compensation communications.
•    Oversee payroll accuracy and timeliness, including audits, reconciliations, pay changes, and compliance with wage and hour requirements; coordinate with Finance and payroll/HRIS vendors on system updates and issue resolution.
•    Lead end-to-end recruiting and talent acquisition for assigned roles: workforce requisition intake, job posting and outreach, candidate screening and selection processes, offer development, background checks, and compliant documentation; partner with hiring managers to enhance selection rigor and candidate experience.
•    Design and deliver onboarding that accelerates new-hire readiness and cultural integration; monitor 30/60/90-day milestones and coordinate cross-functional onboarding inputs.
•    Drive ongoing performance development and talent growth, including manager coaching, development planning, skills and leadership programs, and succession and pipeline planning for critical roles.
•    Partner with the CEO and executive leadership on strategic workforce planning, translating mission/program goals and funding dynamics into headcount plans, capability requirements, and hiring priorities, prepare HR metrics and insights for leadership and Board reporting.
•    Serve as a primary employee relations resource, resolving issues with discretion, fairness, and risk awareness; lead investigations, employee relations counseling, disciplinary actions and terminations, oversee exit interviews, and manage COBRA administration; guide managers on policy, performance, and change management.
•    Partner on organizational change initiatives, including communication planning, stakeholder engagement, training, and adoption metrics to ensure successful implementation and cultural alignment.
•    Develop and maintain HR policies, employee handbook content, and compliant procedures; ensure adherence to federal, state, and local regulations and to grant or contract-specific HR requirements, as applicable.
•    Manage, mentor, and develop one direct report, establishing clear goals, delivering feedback and coaching, and building team capabilities and service standards.
•    Maintain accurate HRIS and personnel records, ensuring data integrity, documentation compliance, audit readiness, generate reports and dashboards, and use people analytics to inform decisions on retention, DEI, engagement, and program effectiveness, including administration and analysis of employee engagement or satisfaction surveys.
•    Build strong relationships across the organization, acting as a trusted advisor to leadership, a resource to employees, and a connector across functions to strengthen engagement and culture.
•    Coordinate vendor relationships for benefits, payroll/HRIS, and talent tools; oversee the comprehensive benefits program, including plan design, provider selection, enrollment, claims resolution, and benefits communication, evaluate solutions and recommend improvements to enhance employee experience and operational efficiency.
•    Support compliance activities including EEO, I-9, FMLA/leave administration, workers’ compensation, mandatory trainings, and reporting requirements; partner with Finance and Grants on audit and funder documentation as needed.

Education, Work Experience, and Requirements
•    Bachelor’s degree in human resources, business, or related field; equivalent experience considered.
•    Active SHRM-CP or PHR certification
•    5–7 years of progressive HR generalist experience with proven capability across full life-cycle HR activities, including: annual reviews, compensation reviews, payroll, recruiting, onboarding, performance development, strategic workforce planning, talent development, change management, and relationship building.
•    Demonstrated leadership, including coaching, performance management, and professional development.
•    Nonprofit sector experience preferred; familiarity with mission-driven cultures, grant funding dynamics, and program staffing models is an advantage.
•    Strong knowledge of federal, state, and local employment laws and HR compliance requirements; experience with policy development and consistent application.
•    Proficiency with HRIS and payroll systems; ability to produce accurate reports, analyze people data, and recommend data-driven actions.
•    Excellent relationship-building, communication, and influencing skills; proven ability to coach managers and collaborate cross-functionally.
•    Demonstrated capability in organizational and change management, including communications and training that drive adoption and sustainment.
•    High integrity, discretion, and judgment in handling sensitive information; commitment to equity, inclusion, and the organizational mission.
•    Strong project management and process improvement orientation; ability to prioritize and execute in a dynamic, service-focused environment.
•    Proficiency in Microsoft 365 Office products and SharePoint.
•    Must be sensitive to the cultural and socioeconomic characteristics of the population that Champions for Children serves.

Knowledge and Skills
•    Deep understanding of human resources principles and the ability to apply them in a practical, mission-driven environment.
•    Excellent written and verbal communication skills, with the ability to influence and build trust across all levels of the organization. 
•    Exceptional interpersonal and customer service skills, with a demonstrated commitment to empathy, confidentiality, collaboration, credibility, and approachability. 
•    Sound judgment and discretion in handling sensitive and complex employee matters. 
•    Ability to balance strategic thinking with hands-on execution in a fast-paced, mission-driven environment.

Possess good hearing, ability to speak clearly and effectively, frequent use of hands, voice and hearing. Ability to walk, stand, climb stairs, kneel, bend, reach, and manipulate objects; move materials up to 10 pounds on a regular basis; infrequently require moving materials weighing up to 40 pounds.
  
The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities, or requirements. The organization will provide reasonable accommodations as necessary to allow an individual with a disability to apply for and/or perform the essential functions of a position.  If you need assistance to accommodate a disability, please contact HR.

Must be willing to travel the Tampa Bay area to occasionally meet with staff at other locations. 

Must have a reliable car, active auto insurance, and valid Florida driver’s license.

Must be able to successfully complete a pre-employment criminal background check, motor vehicle records check and drug screening. 

Qualified candidates who meet the above requirements are encouraged to apply.

Champions for Children, Inc. is an equal opportunity employer. Hiring, promotion, transfer, compensation, benefits, discipline, termination and all other employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity, age, disability, national origin, citizenship/immigration status, veteran status or any other protected status. Drug Free Workplace. Champions for Children, Inc. participates in the federal government's E-Verify program.

Care Provider Background Screening Clearinghouse Education and Awareness website: https://info.flclearinghouse.com/