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Human Resources Manager

3 months ago

New York, United States Low Income Investment Fund Full time $140,000 - $160,000
Job DescriptionJob Description

LOW INCOME INVESTMENT FUND

Human Resources Manager

Location: San Francisco, Los Angeles, New York, Atlanta, or Washington, DC

Reports to: EVP – Chief People Officer

Exempt classification: Exempt

Status: Regular, Full time

Management Level: Supervisor

Salary range: $140,000 to $160,000 Annually


THE COMPANY:

Low Income Investment Fund (LIIF) is a national community development financial institution

(CDFI), headquartered in San Francisco with offices in New York City, Atlanta, Los Angeles, and Washington, D.C., that invests in communities of opportunity, equity and well-being. As a CDFI, LIIF supports projects that have high social value but lack access to traditional financial institutions. Since 1984, LIIF has deployed more than $3.1 billion to serve more than two million people in communities across the country from its five offices. An S&P-rated organization, LIIF funds healthy communities by providing innovative capital solutions. Currently, LIIF is driving $5 billion in investments to advance racial equity (2020-2030). More on LIIF can be found at liifund.org.

POSITION SUMMARY:

Reporting to the Chief People Officer (CPO), the Human Resources Manager (HRM) is a strategic partner to CPO and members of senior leadership. This position will lead total compensation programs, including formation of salary ranges, bonus structures, COLA tiers, and ad hoc salary adjustments as budgets allow. In addition, this role will oversee health and welfare programs, benefits analysis, and renewals, DEIB initiates, engagement surveys and pulse checks, as well as retirement plan audits and payroll (ADP Workforce Now) checks and balances with Finance. In addition, the HRM will partner with the CPO on planning and leading all-staff activities, including monthly all-staff meetings, annual convenings, and leadership development activities.

The HRM will create and disseminate HR policies and procedures across the organization and partner with senior leadership to ensure compliance and understanding. This position will generate and distribute data and analytics to teach, train, and track turnover, diversity metrics, and other employee statistics. This position is considered second in command and will take lead on all People Services Team initiatives when CPO is unavailable. This position will supervise three (3) Sr. HR Business Partners and an HRIS Analyst as well as partner with the Office Services Lead to ensure teams are working cohesively and meeting individual and team goals. Communication between organization leaders and teams is paramount as well as overseeing department budgets.

The HRM will support the CPO with coaching and mentoring other leaders to address and resolve employee relation and performance matters. The HRM will oversee the performance improvement plan process to ensure fairness and impartiality is always maintained. The HRM will partner with legal on all aspects of risk management and compliance.

In addition, the HRM has a solid understanding of state and local governance to ensure practices are compliant with State and Federal guidelines. With five core locations (Los Angeles, San Francisco, New York, Atlanta, and DC) and several independent locations, having an ability to research state and local governance outside of this individual’s home location is a must.

Selected individual also supports the CPO with developing the strategic plan for the HR department. The HR Manager collaborates closely with leaders at multiple levels to drive change, maintain key operational procedures, create new processes, and ensures day to day operational excellence.

In addition to HR oversight, the HRM will have working knowledge of Office Services, Operations, Space Planning, and Event Planning. The individual will be well versed in facilities, building office leases, and people management within these spaces. It is not expected that the HRM oversee these functions, but there is a benefit to having familiarity with these responsibilities as part of the People Services Team.

The HRM maintains and develops effective internal procedures, supports employee- related issues, and ensures the department functions with the highest degree of excellence and integrity. In addition, the HRM keeps performance at optimal levels and timely communicates when there are delays or shortfalls. Most importantly, this individual will serve as the subject matter expert and use HR acumen to identify problems, find solutions, and nurture job satisfaction.

The HRM easily connects with people and has a detail-oriented mindset to manage the changing nature of the workforce. This role requires the individual to serve as a liaison between management and staff with an ability to develop and implement HR strategies and initiatives that align with overall department and business strategies.

PRIMARY DUTIES AND RESPONSIBILITIES:

  • Serve as trusted advocate and advisor to staff on all levels on matters of HR, compensation, payroll, benefits, professional development, employee relations, health, and safety, leaves of absences, risk management, and building administration.
  • Passionately drive results by thinking and acting quickly to ensure the long-term best interest of company objectives.
  • Bridge management and employee relations by addressing demands, grievances, or other issues in a timely and accurate manner.
  • Support current and future business needs through the development, engagement, motivation, and preservation of human capital.
  • Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization.
  • Oversee and manage the performance appraisal system that drives high performance.
  • Nurture a positive working environment.
  • Stay connected to competitive landscape, including trends in human resources.
  • Manage the staffing process including recruitment, performance, training, and payroll.
  • Manage the administration of employee recognition programs to motivate and reward outstanding performance.
  • Ensure job descriptions are up to date and compliant with all local, state, and federal regulations.
  • Develop training materials and performance management programs to help ensure employees understand their job responsibilities.
  • Investigate employee relation matters and report up/out as necessary.
  • Ensure LIIF is compliant with local, state, and federal regulations. Provide reports and updates on performance and adherence to business requirements.
  • Lead by example with the highest ethical standards, integrity, customer service, and enthusiasm.
  • Work directly with our teams across LIIF to ensure the right resources are in place to successfully execute goals and objectives, manage and hold multi-disciplinary teams accountable to meet timelines and help position organization for growth through successful execution of core services.
  • Build strong relationships with internal and external stakeholders, fostering trust and promoting collaboration.
  • Protect and enhance department and organization’s reputation by delivering service with excellence and error-free.
  • Adhere to the organization’s core values and guiding principles.

DEPARTMENT SPECIFIC RESPONSIBILITIES:

  • Support departments in the development and delivery of strategic HR plans to fit with the overall business direction.
  • Maintain management guidelines by preparing, updating, and recommending HR policies and procedures.
  • Champion the onboarding process, ensuring the process is up to date and of high quality, providing clarity and connection for all employee and their role in relation to the overall vision.
  • Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.
  • Carry out special projects as required.
  • These statements describe the primary duties and responsibilities of the job and are not intended to be an exhaustive list of all tasks. Other work duties may be assigned at any time with or without notice.

SKILLS, KNOWLEDGE, AND ABILITIES REQUIRED:

  • Human Resources: Broad range of HR strategies and practices, including recruitment, payroll, performance management, health and safety, benefits, leaves of absence, and employee relations.
  • Total Compensation: Develop and oversee systems that help simplify compensation decisions, ensure budget alignment, and drive equity across the organization.
  • Performance Management: Create and implement systems that drive performance, employee engagement, and increase productivity.
  • Payroll and HRIS Platforms: Experience (within last two years) with ADP Workforce Now, including processing payroll, auditing payroll entries, generating reports and analytics, and establishing policies and procedures between HR and Finance teams.
  • Emotional Intelligence: Energetic, forward-thinking, and creative individual with high- ethical standards and an appropriate professional image.
  • Business Acumen: Ability to apply HR strategies and practices in compliance with HR Best Practices.
  • Interpersonal: Strong interpersonal skills and the ability to build rapport across the company while quickly and confidently gaining respect of others, including superior listening and coaching skills.
  • Analytical: Experience with analyzing data to guide strategic employment planning.
  • Communication: Effective verbal and written communication skills.
  • Problem Solving: Ability to interpret and analyze complex data and exercise initiative, sound judgment, problem-solving, and decision-making.
  • Technical: Ability to operate technical devices (e.g., computer, databases, laptop, tablet, smartphone etc.)
  • Office Services & Administration: Ability to support facilities, building management, and people teams within this space.

TEAMWORK/CUSTOMER RELATION RESPONSIBILITIES:

  • Establishes effective working relations with cross functional team(s).
  • Contributes to a high performing/positive team culture.
  • Shares knowledge, time, and expertise to assist other members of team
  • Ability to manage, mentor, and nurture staff as required.

EDUCATIONAL AND OTHER REQUIREMENTS:

  • An advanced degree in Human Resources, Organizational Development, Business Administration, or related is required.
  • Senior Professional in Human Resources Certificate Preferred: SHRM Designate or Equivalent is beneficial but not required.
  • Minimum of 7 years of demonstrated success within human resources, including 3 years of management of a small to mid-size HR department.
  • Minimum of 5 years of demonstrated success working within a not-for-profit, fast paced environment.
  • Familiarity with Community Development Financial Institutions (CDFI) is beneficial but not required.
  • Experience working with multi-state, multi-location environments preferred.
  • Travel as needed: The incumbent will need to travel to other LIIF offices, currently in San Francisco, Los Angeles, DC, Atlanta, New York, and affiliates in Ohio.
  • Valid Driver’s License Required - Driving to meetings and/or events may be necessary.

Additional Requirement:

All Low Income Investment Fund (LIIF) employees must be fully vaccinated against COVID-19. In accordance with LIIF's policies, we provide reasonable accommodations, absent undue hardship, to qualified individuals who cannot get vaccinated against COVID-19 because of sincerely held religious or medical reasons. If you believe you need an accommodation from the vaccination mandate required by this policy, please notify our Human Resources Department.

HOW TO APPLY:

Please apply with Resume and Cover Letter via our recruitment portal: Recruitment (adp.com)

via email: careers@liifund.org

Notice to Third Party Recruitment Agencies:

Please note that Low Income Investment Fund does not accept unsolicited resumes from recruiters or employment agencies. In the absence of an executed Recruitment Services Agreement, there will be no obligation to any referral compensation or recruiter fee.

In the event a recruiter or agency submits a resume or candidate without an agreement Low Income

Investment Fund shall explicitly reserve the right to pursue and hire those

candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, shall be deemed the property of Low Income Investment Fund.

We do not accept unsolicited phone calls. Only candidates being considered for a position will be contacted.

LIIF, an EOE (Equal Opportunity Employer), believes that diversity ensures excellence. All qualified applicants will receive consideration for employment without regard to race, color, religion, sexual orientation, gender, or national origin. Candidates of diverse background and with diverse experience are strongly encouraged to apply for this position.