DescriptionABOUT JEREMIAH PROGRAMJeremiah Program (JP) is a nonprofit organization helping single mothers invest in themselves so they can thrive and take steps towards economic mobility by helping them access higher education, affordable childcare, housing, skills training, and career development. JP envisions a world where poverty is no longer feminized; where race is not divorced from gender; where career and financial opportunities are not gentrified; and where women who experience poverty not only hold a seat at the table but hold the mic and curate the agenda.Jeremiah Program offers one of the nation's most successful strategies for disrupting poverty, two generations at a time. At JP, we believe that no mother should have to make the untenable choice between investing in herself or supporting her children. Our holistic approach invites single mothers into the leadership tent and encourages families to bring all their identities to bear in achieving their goals in pursuit of economic mobility.Founded in 1993, this year JP is supporting over 2,000 moms and kids across nine residential and non-residential campuses: Austin, Baltimore, Boston, Brooklyn, Fargo, Las Vegas, Minneapolis, St. Paul, and Rochester. POSITION SUMMARYThe Human Resources Generalist (HRG) serves as the primary point of contact for Jeremiah Program employees across various HR functions, including, employee relations, benefits administration, and HR compliance and training. The HRG will proactively address employee inquiries and concerns, manage conflict resolution, and support key HR processes to foster a positive and productive work environment.The ideal candidate will be a proactive, detail-oriented HR professional adept at aligning employee needs with organizational goals. They will leverage their expertise in employee relations, benefits, and compliance, applying data-driven insights to drive success and cultivate a positive workplace culture. With strong communication, conflict resolution skills, and emotional intelligence, they will support managers in addressing performance issues and creating individualized coaching plans.This candidate will excel at maintaining HR systems and ensuring legal compliance across a multi-state organization, while fostering collaboration across departments to advance the organization's overall objectives. Thriving in a dynamic environment, they will contribute to both daily HR operations and long-term strategic initiatives.The HR Generalist will possess strong critical thinking skills to effectively analyze complex employee relations issues, identify root causes of problems, and develop thoughtful, practical solutions. This includes evaluating various perspectives, considering legal and organizational implications, and making decisions that balance the needs of employees and JP. The ability to assess situations objectively, think strategically, and apply sound judgment is crucial in ensuring the effective resolution of conflicts, the improvement of HR processes, and the successful implementation of policies. A proactive, solutions-oriented mindset is key to driving HR initiatives that enhance workplace efficiency and compliance. PRIMARY RESPONSIBILITESEmployee Relations (15%)
- Serve as the primary resource for employees regarding HR concerns and inquiries, promoting a culture of open communication and trust.
- Investigate and resolve employee relations issues, including conflicts between employees and managers, harassment claims, and workplace disputes.
- Ensure confidentiality and fairness throughout the investigation process, recommending solutions that align with organizational values.
- Provide guidance to managers on how to handle sensitive employee relations issues, offering strategies for conflict resolution and fostering healthy work environments.
- Collaborate with the Talent Management team to support the organization's performance management cycle, specifically related to progressive discipline and corrective actions.
- Collaborate with managers to create strategies for addressing underperformance, offering feedback, resources, and individualized coaching plans to support employee development and engagement.
- Support managers with coaching, counseling, and development conversations to foster growth, identify areas of improvement, and recognize achievements.
- Partner with the Talent Management team and department heads and to identify training and development needs at both individual and organizational levels.
- Support the Sr. Director of HR Operations and Sr. Director of Talent Management to design and facilitate training programs and workshops on compliance, leadership, and employee development to address skills gaps and improve performance.
Operations & Systems (50%)
- Collaborate with the HR Operations team to support benefits administration, including assisting with onboarding new hires to benefit plans, facilitating open enrollment, and processing benefits status changes as needed.
- Partner with the Payroll & Benefits Manager to ensure alignment on all payroll, deductions, and compliance matters.
- Maintain and regularly update the HR Information System (HRIS), ensuring accurate and up-to-date employee data.
- Generate HR metrics and reports (e.g., turnover rates, employee engagement, exit data, etc.) to support strategic decision-making and track progress on organizational goals.
- Conduct audits of HR data to ensure data integrity and compliance with legal and organizational standards.
- Ensure a seamless transition from hiring to onboarding, working closely with the Talent Management team to deliver a positive candidate experience.
- Coordinate the pre-employment process for new hires, including background checks and drug screenings, while partnering with relevant teams to audit files and ensure all necessary documentation is complete and compliant with company policies.
- Manage the pre-employment onboarding process, ensuring new hires receive essential information about payroll, benefits, and organizational policies, while facilitating benefits enrollment and helping new employees understand their options and the process.
- Organize orientation sessions in collaboration with the Talent Development Manager (TDM) to integrate new employees into the organizational culture and provide an overview of key HR systems.
- Partner with IT or system vendors to address system issues, updates, and improvements.
- Manage the offboarding process, conducting exit interviews, collecting feedback, and ensuring proper documentation and compliance with organizational procedures.
- Support special HR initiatives as needed, such as employee satisfaction surveys, compensation benchmarking, and policy audits.
- Collaborate with cross-functional teams to ensure that HR projects align with overall organizational objectives and timelines.
Compliance & Reporting (35%)
- Regularly audit HR practices, employee records, and policies to ensure the organization remains compliant with federal, state, and local labor laws, including FMLA, ADA, EEOC, wage and hour laws, and others.
- Regularly review and update HR policies and practices to ensure compliance with evolving legal standards. Identify and address any discrepancies or non-compliance issues.
- Partner with Sr. Director of HR Operations as necessary to mitigate risks and address potential legal challenges related to employee relations and HR processes.
- Serve as a subject matter expert in compliance-related matters, providing guidance and interpretation to both employees and managers.
- Partner with the Talent Management team to provide input on staff compliance training, ensuring all programs meet state and local regulations across different regions.
- Participate in discussions on talent needs and succession planning to prepare the organization for future growth and changes in leadership.
- Serve as a key resource for managers and employees regarding the interpretation of HR policies and procedures, ensuring consistency across the organization.
- Assist in updating and implementing new HR policies to reflect legal requirements and best practices.
- Communicate policy updates effectively across the organization to ensure that all employees understand and adhere to new or revised guidelines.
- Other Duties as Assigned: This job description provides a comprehensive overview of the role's responsibilities, but it's important to note that duties, responsibilities, and activities may evolve with or without prior notice.
Requirements
- Bachelor's degree in Human Resources, Business Administration, or related field. Master's degree is a plus.
- 5+ years of experience in HR roles such as HR Generalist, HR Business Partner (HRBP), or HR Specialist.
- Professional certifications (PHR, SPHR, SHRM-CP, or SHRM-SCP) strongly preferred.
- Comprehensive knowledge of federal and state employment laws, including FMLA, ADA, and wage and hour laws.
- Proven experience managing employee relations issues and conducting investigations.
- Strong proficiency with HRIS platforms and Microsoft Office applications. UKG experience preferred.
- Advanced Excel skills required for reporting and analysis.
- Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization.
- Detail-oriented and highly organized with the ability to manage multiple tasks and deadlines effectively.
- Proactive problem solver with the ability to make sound decisions in a fast-paced environment.
SALARY & BENEFITSSalaries for people entering this role typically fall between $72,000 and $79,900 and are commensurate with relevant experience and qualifications and in alignment with internal equity. Additionally, we offer medical, dental, vision, and supplemental benefits as well as retirement plans and a generous vacation package.