Human Resources Manager

Benefits of the Job:

• Opportunity to build HR structure from the ground up 
• Hybrid work schedule within Maine 
• Competitive base salary from $85-$110kcommensurate with experience 
• Comprehensive benefits including 100% employer paid medical and dental for individual 
• Employer HRA contributions 
• 403b retirement with 5% match 
• PTO, paid holidays, wilderness days, sick and short-term disability leave. 

Requirements for the Human Resources Manager:

• Bachelor’s degree in Human Resources, Business Administration, or a related field. 
• SHRM-CP, SHRM-SCP, or PHR certification preferred 
• Minimum 5-8 years of experience in HR within a nonprofit organization is a must 
• Experience working with a Professional Employer Organization (PEO) highly desired 
• Expertise with HR systems integration and implementation and building workflow processes 
• Experience working with a collective bargaining agreement 
• Experience with payroll and benefits administration. 
• Knowledge of HR best practices, employment laws, labor laws specific to non-profit  
• Strong in Employee Relations, change management and culture building 
• Experience with DEIJ initiatives and ability to foster an inclusive workplace. 
• Exceptional interpersonal, communication, and conflict-resolution skills. 
• Proven ability to handle sensitive and confidential information. 

Responsibilities of the Human Resources Manager:

• Labor Relations & Compliance: Serve as a liaison between employees and leadership to address workplace concerns and assuring fair and consistent application of policies; mediate and resolve employee disputes, conflicts, and grievances in accordance with best practices, employment law, and collective bargaining agreement; act as main contact with MSEA for union contract. 
• Compensation & Benefits: Partner with PEO to administer and manage benefits and payroll, reviewing and updating benefits to ensure best options.  
• People, Culture, & DEIJ: Support and implement and train on DEIJ initiatives that promote an inclusive workplace culture 
• Policies & Procedures: Build, review, update, and implement HR policies and procedures to align with organizational values, legal requirements, and best practices. 
• Training & Development: Manage the performance assessment process, including timely evaluations and constructive feedback, goal setting, and action items; identify professional development opportunities and create training programs to enhance staff skills. 
• Recruitment & Staffing: Develop and execute recruitment strategies to attract, select, and retain top talent 
• Organizational Development: Collaborate with leadership on workforce planning and organizational restructuring efforts; promote a healthy work environment by advocating for employeewellness initiatives