Overview

Responsibilities

• Provide HR guidance and support to a portfolio of FSOs on a regular basis, acting as an HR Business Partner in their day-to-day, ongoing and strategic work;
• Collaborate closely with Fiscal Sponsorship staff including FSO grants and finance staff, providing strategic guidance for FSO leadership related to human resources, including staffing plans, compensation budgeting, performance management, employee relations and planning;
• Onboard new FSO employees and orient and guide them on how our processes work, directing them to TSNE staff who can assist them with training on the use of TSNE systems, providing support and overseeing compliance by assisting managers, listening to staff and acting as a coach for both, focusing on clear and transparent communications;
• Proactively provide HR guidance by building and maintaining relationships with FSO directors, providing thought partnership and critical analysis, and conducting quarterly check-ins to review FSO goals, challenges and progress. Support and guide managers in the creation and revision of job descriptions to accurately reflect the work being done, the requirements to complete that work, and FLSA classification; 
• Work in partnership with the finance, legal and accounting teams to provide seamless, coordinated service to our FSOs.
• Assist hiring managers as needed to post openings to iCIMS and advise them throughout the hiring processes, including recommending the most cost efficient and effective posting locations, the development of interview and reference questions, and advice on extending job offers and negotiations;
• Train managers on hiring practices, ensure they understand implicit bias, help with decision-making if needed, approve pay rates presented in concurrence with the GFM to ensure the budget can accommodate the rate and that it is in line with other positions within the Project and equitable;
• Ensure that all managers are complying with state and federal laws; intervene if compliance issues arise and when appropriate, escalate and/or partner with legal team for additional support;
• Develop and support FS managers and EDs’ ability to manage and address employee relations concerns by acting in an advisory capacity.  Maintain awareness of potential legal liabilities, and when necessary direct a certain course of action;
• Ensure that performance feedback is provided to staff consistent with TSNE policy and that annual reviews are completed in a timely manner;
• Recognize appropriate referrals to other lines of business within TSNE.  

• Provide thought partnership and support to the execution of internal initiatives as needed (i.e. annual performance review process, pay equity audits, skills assessment, among others);
• Provide support and coverage as needed for departmental or organizational capacity;
• Develop, implement and maintain a system for tracking and monitoring state level laws and regulations. Ensure HR team is compliant;
• Provide support for human resources consulting engagements. (Compensation analysis, supervision, DEI and other related topics training).

Qualifications

• At least five years of experience in human resources management with emphasis in employee relations, performance management and change management and recruitment experience, preferably in a nonprofit environment. 
• Experience working with multiple, individual sites strongly preferred;
• Outstanding customer service skills, ability to project manage, prior experience successfully prioritizing and managing multiple projects; comfort dealing with a wide variety of personalities. Outstanding verbal and written communication skills;
• Excellent ability to build positive and collaborative internal and external relationships, and approach the work collaboratively;
• Ability to exercise sensitivity, discretion, judgment, tact and diplomacy given the information received may be confidential and complex in nature;
• Ability to work within a single framework that encompasses several individual, nuanced entities;
• Strong working knowledge of federal labor and employment laws, regulations and practices.  Multi state expertise is strongly preferred;
• Detail-oriented and possess strong organizational skills;
• Demonstrated ability to multi-task, react and think quickly, and adjust to changing priorities;
• Self-starter with a strong sense of ownership and involvement who has the initiative to proactively troubleshoot and identify potential problems and resolve conflicts;
• Ability to know when to seek clarification or assistance;
• High energy level, enthusiastic, and eager to do what is necessary to be successful;
• Ability to build effective professional relationships with stakeholders including staff, board members, and external partners;
• Ability to support and maintain a culture of high operational and customer service standards;
• Strong computer skills (MS Office Suite; Salesforce, ADP, and some ATS experience a plus);
• Must be committed to the work of social and economic justice organizations.

Physical Demands/Work Environment

• Handle, or feel objects, tools or controls;
• Reach; traverse; sit (usually for longer periods of time); occasionally ascend/descend; and position self (to) move;
• Occasionally lift and/or move materials or equipment;
• The noise level in the work environment is usually moderate;
• Job is not subject to significant occupational or environmental hazards;
• Likelihood of personal injury would be relatively slight;
• Environmental and work hazards are not present to a measurable degree.

Compensation and Benefits

• Generous Paid-Time-Off (PTO): 12 paid holidays, 3 weeks vacation, 1 week personal holiday, and sick time for full-time staff;
• 80% Employer-paid, $0 deductible Health Insurance through Harvard Pilgrim;
• Low-cost MetLife Dental and Vision;
• Flexible Spending Accounts (FSA) for Health and Dependent Care;
• Employer-paid Life, Long- and Short-Term Disability Insurance;
• Employer-paid Pension through TIAA;
• ...and more!