Human Resource Manager

 

Description:

The Human Resource Manager spearheads all HR functions which include 1) outreach, vetting

and hiring staff, 2) administering pay, benefits, and leave, 3) onboarding new employees, and 4)

ensuring Legacy’s policies, standards and practices are up to date, including staff education

about these polices.

Legacy has approximately 18 full-time staff, a small number of part-time staff or independent

contractors who work with Legacy on an on-going, year-round basis. Additionally, Legacy

annually hires approximately 25 temporary staff to work over 3 to 6-week periods when

exchange participants are engaged in project activities and travel in the U.S. Interns are also

regularly hired throughout most of the year for 3 to 4 months. Legacy’s headquarters is in

Bedford, Virginia. We also have a co-working space in Washington, DC and remote employees

working from their homes across the United States.

RESPONSIBILITIES
• Partners with Legacy’s leadership team to understand and execute the organization’s

personnel needs which includes recruiting and retaining talented individuals representing

diverse backgrounds.

Participates in regular Management Team meetings.
Manages the talent acquisition process in collaboration with department heads or Project
Directors.
o Develop job descriptions (and classifications), designing and implementing an outreach
plan, reviewing interview templates tailored to each position, and tracking applicants.

During an application period, address applicants’ questions in a timely manner.

o Train vetting teams in interviewing techniques, legal considerations and advise during the
final selection phase as needed.

Provides support and guidance to management, Project Directors and other staff when
complex, specialized, and sensitive questions and issues arise. This may include
administering and executing routine tasks in delicate circumstances such as providing

reasonable accommodations, investigating allegations of wrongdoing, and terminations.

Coordinates onboarding new staff in collaboration with the new hire’s supervisor, developing
a task list and training plan for each staff member to enhance their skills in their work field.
Maintains Personnel Policies and the Employee Handbook
o Monitor and maintain compliance with federal, state, and local employment laws and
regulations, across multiple state jurisdictions. Recommend policy changes and best

practices to Legacy senior leadership. Retain and consult with legal counsel as needed.

o Educate and implement (and reinforce) employment policies.

Maintains the compensation schedule for all positions. Review and update as necessary based
on the market and applicable salary and benefit surveys. Work with the CFO and Grants
Manager in developing the annual salary & benefits budget.

Process Legacy’s payroll (twice a month), benefits, and leave, including state payroll tax
considerations (especially for people who work remotely outside of Virginia.) This includes
the maintenance of timesheets and maintaining accrued paid leave time balances.

Administers Legacy’s Health Reimbursement Arrangement (HRA) plan. This includes
orienting new staff to this benefit and working with the Financial Department to ensure plan
policies and federal guidelines are followed.

Maintains of all personnel files, adhering to legal requirements and audit standards. This
includes E-Verify.
As needed and requested by Financial Department, work with independent auditors in
relation to payroll and HR matters.
Staff Performance Reviews:
o Prompts supervisors to provide constructive and timely performance reviews on an annual basis,
including documentation and recommendations for advancement.

o Monitors or oversees employee disciplinary meetings, terminations, and investigations. Handle
discipline and termination of employees in accordance with company policy.

Keeps abreast of trends, best practices, regulatory changes, and new technologies in human
resources, talent management, and employment law.
Serves as the primary investigator of any harassment or discrimination and whistleblower
complaints and arbitrating among employees with conflicts. Works with senior leadership to
create safe working environments free from discrimination and harassment. Acts as primary

point of contact for any Title IX infringements.

Works with legal counsel and COO on any potential employment actions and policy updates.
Performs other duties as assigned.
Additional responsibilities may also include:

Train managers on management techniques, staff development and disciplinary techniques
Creates learning and development programs and initiatives that provide internal development
opportunities for employees.
Advising on succession plans and revising of benefit packages
QUALIFICATIONS
• Bachelor’s degree in Human Resources, Business Administration, or related field.

(Equivalent on-the-job work experience will also be considered.)

A minimum of two years of human resource experience preferred as well as at least one
year of management experience, preferable in an organization of a similar size as Legacy.
Experience in a nonprofit setting preferred.
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills, with a high level of attention to detail and accuracy.
Strong analytical and problem-solving skills.
Proficiency with or the ability to quickly learn the organization’s talent management
systems. This includes experience developing talent acquisition outreach strategies, while
collaborating with departments and teams.

Experience developing job descriptions, and interviewing and hiring staff.
Experience managing payroll. (Familiarity with ADP Workforce Now and/or
QuickBooks Online preferred.) Proven experience processing payroll and thorough
knowledge of payroll laws and regulations across multiple governmental districts. (This

also includes allocating employee work hours to a number of cost centers.)

Knowledge of employee benefit and retirement plans. Experience in establishing and
maintaining comprehensive employee benefit programs preferred.
Ability to prioritize tasks among competing demands.
Ability to act with integrity, professionalism, and confidentiality. Commitment to
diversity, equity, justice and inclusion in all hiring and employment practices.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office Suite (especially Excel) or related software, including
cloud-based team/collaboration and communication tools (Google Drive, Drop Box,
Zoom, Skype, WhatsApp, etc.).