Hr Manager I - Employee Engagement & Conflict Resolution

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**cover letter required**

Position Summary

RVC is looking for an HR Manager to manage internal staff development and wellness work, lead operational projects that cultivate a joyful and supportive environment, and lead Conflict Resolution culture for the people of RVC. This role is critical for maintaining a culture of care for the staff. As the manager for Conflict Resolution, you will be the person we rely on to give guidance and lead Conflict Resolution efforts at RVC. We search for someone who has a generative and restorative approach to workplace issues and conflict and who at the core keeps the safety and emotional needs of our employees in mind. The General Operations team oversees people and culture work and you must have a values-aligned perspective on Human Resources and know how standard HR practices can be transformed to be more liberatory, anti-racist, and attentive to the whole person.

You would join a self-managing organization with deeply relational people who desire a strong work culture in a post-pandemic hybrid organization. Our team manages operational needs for our internal staff and works with our other programs to serve an additional 200 employees within our operational support program (we are a major fiscal sponsor!). The HR Manager I will work in close collaboration with the General Operations Manager and the HR Manager II to support the development and improvement of RVC’s General Operations systems and policies.

About the General Operations team

The General Operations team manages employee benefits, payroll, staff wellness, compliance, evaluation, and finances at RVC and supports the operations support services provided to our 18 fiscally sponsored community partners. Our team is looking to challenge “traditional” ideas around HR and dismantle oppressive structures within our work to center the lives of those working within or in adjacent with the nonprofit sector. We have an ongoing commitment to work through the harm of the nonprofit industrial complex, center transparency, and reimagine what it means to do non-profit and capacity building work as Black, indigenous, and people of color. I If you’re excited about diving deep into building inclusive workplace systems and structures, and centering equity, anti-oppression, pro-Blackness, and accessibility in HR, we invite you to join our team!

Essential Responsibilities

Human Resources (90%)

Staff Development & Engagement Lead

• Manage staff engagement and retention by reviewing qualitative and quantitative retention data from employee surveys and/or stay interviews
• Develop and maintain ongoing social activities, staff appreciation, and office culture of collective care
• Collaborate with team leads and General Operations team to coach and identify professional development training for individual staff members
• Support internal organization-wide development through trainings and facilitation around
• Promote a learning culture within the organization, encouraging continuous skill development

Conflict Resolution Lead

• Create processes and policies for Conflict Resolution including mediation, coaching, and alternative solutions for that are grounded in generative conflict management, transformative justice, and liberatory practices
• Act as Conflict Resolution lead for RVC staff and as point of contact to support RVC’s fiscally sponsored partners
• Provide HR support for legal, risk, and liabilities regarding employee conflicts
• Develop and deliver training programs on Conflict Resolution and effective communication for employees and managers
• Identify opportunities for improving Conflict Resolution processes and contribute to the ongoing enhancement of HR practices

Organizational Celebration and Internal Culture Lead

• Coordinate RVC efforts to support staff wellness through policies, office procedures, staff wellness activities, training, etc.
• Develop and maintain ongoing social activities, staff appreciation, and office culture of collective care

• Provide recommendations for wellness offerings based on research and feedback from staff
• Regularly assess staff wellness needs and lead a culture of wellness at RVC
• Lead internal communications culture to support individual and team work capacity. Provide training support and implement org wide productivity platforms like Slack and Asana

Safety and Risk Management Lead

• Update protocols for workplace safety and emergency preparedness to eliminate and reduce risks of injury or illness to employees
• Ensure that safety and risk management practices are being properly followed across RVC and its Operations Support partner organizations
• Connect with community safety groups to create a network of alternative safety measures centering communities of color

General Operations Team Responsibilities

• Act as point person for your individual body of work
• Be a supportive team member by helping when extra hands are needed and staying informed on team projects and priorities
• Take the lead on special projects to research and improve various aspects of RVC operations
• Maintain individual and organizational integrity by protecting confidential information, preserving database security, and intellectual property.

Organizational Operations (10%)

These are organization-wide responsibilities. All staff hold the following responsibilities:

• Submit and track program expenses based on RVC protocol.
• Collaborate with staff in making key strategic decisions affecting RVC’s future
• Engage in deep professional development
• Participate in staff meetings, attend community events, and otherwise contribute to strengthening the deep roots within our community, both internally and externally

Who You Are / What We’re Looking For

You have the skills and desire to build up the talent and confidence of RVC staff by engaging staff in learning opportunities, wellness care, and guiding us through moments of tension. You have the confidence and the emotional intelligence to lead sensitive conversations around performance and Conflict Resolution. You understand power dynamics that show up in work relationships we hold and the responsibilities that come with leading people. You understand that in HR we hold a tension between compliance and resolution and carry this work with integrity and care for difficult conversations. You solicit and listen to feedback regularly and take into account what staff need to make this a great place to work.

Qualities that we’re looking for to succeed in this role:

• Lived experience as a Black, Indigenous, and/or person of color (BIPOC) and/or active member of a highly diverse community
• A minimum of 2-3 years of direct paid or non paid labor in any or a combination of: nonprofit operations, general operations, employee training and development, human resources, recruitment, and/or closely related work
• Understanding of fiscal sponsorship models
• Personal resilience and emotional intelligence
• Ability to clearly communicate work boundaries, expectations, and deliverables
• Can give and receive feedback regularly and openly with staff and partners
• Motivated and excited to work in a growing self-management organization
• Flexibility with changing priorities and managing competing deadlines
• Highest level of discretion in protecting confidential information
• Willingness to take initiative and generate creative solutions to challenges
• Passionate about working in a non profit environment and understanding the challenges that nonprofits face
• Talent for creating and managing systems
• Interest in long-term career path in nonprofit human resources and desire to stay at RVC for more than one year
• An eye for creating efficiencies and keeping track of details
• Ability to develop trusting relationships with diverse individuals from many different backgrounds
• Comfort with computers and a variety of online platforms
• Flexibility and adaptability
• Love of continuous learning
• Strong written and oral communication skills
• Commitment to our mission and our values of Equity, Integrity, Community, Action, and Transformation

Salary Structure