HUMAN RESOURCES MANAGER

Description

Human Resources Manager | South Hills Interfaith Movement (SHIM)

Mission: To mobilize community resources and implement sustainable programs that compassionately help neighbors meet basic needs, achieve self-sufficiency, and build community. SHIM provides food, clothing, financial aid, education, family support, and a host of other services to 8,000 people in need in Pittsburgh’s southern suburban neighborhoods. In response to the unique challenges faced by the local refugee and immigrant population, SHIM operates programming designed to support children and families in this demographic.

The Role: The HR Manager serves as a strategic partner and departmental leader, overseeing the full employee lifecycle and ensuring organizational excellence. This role blends high-level technical expertise with compassionate advisory services to support a growing organization.

Key Responsibilities:

• Strategic Leadership: Partner with executive leadership to develop and implement HR policies, procedures, and operating methods that align with SHIM’s mission
• Full-Cycle HR Management: Direct recruitment, merit promotion, compensation planning, benefits administration, and performance management
• Compliance & Risk Management: Serve as the subject matter expert on federal, state, and local employment laws, and audit practices regularly to ensure total compliance and implement industry best practices
• Organizational Development: Lead employee engagement, retention strategies, and professional development programs to foster a high-performing culture
• Advisory Services: Provide expert counsel to managers and executives on complex, sensitive, or precedent-setting employee relations and personnel issues
• Vendor & Resource Oversight: Manage third-party providers (benefits, HRIS, etc.) to ensure operational efficiency and cost-effectiveness

  Desired Competencies:

• Executive Communication: Exceptional verbal and written command, with the ability to distill complex HR issues for executive briefings and staff advocacy
• Strategic Negotiation: Advanced interpersonal and conflict-resolution skills, with a proven track record of navigating sensitive workplace dynamics and contract negotiations
• Operational Excellence: High-level organizational mastery with a focus on detail-oriented process design and task prioritization
• Critical Analysis: Strong analytical mindset capable of diagnosing organizational pain points and implementing data-backed solution
• Ethical Leadership: Unwavering commitment to integrity, professionalism, and the handling of highly confidential organizational data
• Regulatory Subject Matter Expertise: Deep, current knowledge of EEO, FLSA, FMLA, ADA, and other federal, state, and local employment regulations
• Technical Proficiency: Mastery of Microsoft Office Suite and the agility to optimize HRIS and Talent Management Systems for organizational efficiency
• Cultural Awareness: Ability to lead HR initiatives within a diverse, multi-cultural environment
• Emotional Intelligence: A high degree of self-awareness and empathy, essential for advising managers through difficult transitions and sensitive employee issues
• Change Management: Proven ability to guide an organization through shifts in policy, culture, or structure with minimal disruption
• Coaching & Mentorship: Ability to act not just as a manager, but as a coach to developing leaders within the organization
• Risk Mitigation: The foresight to identify potential legal or cultural liabilities before they escalate, protecting the organization’s reputation and resources

Requirements

Education and Experience: 

• Master’s degree and/or 10 years of related full-time experience

• PHR or SPHR, and SHRM-CP or SHRM-SCP highly desired

Supervisory Responsibility: 

· None

Physical Requirements: 

• Prolonged periods of sitting at a desk and working on a computer

• Must be able to lift 15 pounds at times