Position Description: Health Resources in Action, Inc. (HRiA), a nonprofit community health and medical research funding organization based in Boston, MA, has a mission to help people live healthier lives and build healthier communities through prevention, health promotion, policy, and research. HRiA works with a diverse group of clients across the country to address some of the most critical public health issues using innovative and evidence-based approaches to improve population health. Our clients include the U. S. Department of Health and Human Services, the Centers for Disease Control and Prevention, state and local health departments, hospitals, philanthropy, and business.
- Work with department leaders and teams to create a culture of ownership, diversity, respect, equity, and inclusion.
- Consult with and advise managers and employees on personnel policies and procedures and ensure organization policies and procedures are well understood.
- Develop and maintain relationships with department leadership to build an understanding of department goals, initiatives, and issues and provide HR expertise, advising, and coaching to support department goals and initiatives.
- Coach department leadership on HR and organizational issues including but not limited to performance management, employee relations, workforce planning and development, change management, and employee engagement.
- Develop change management and communication plans with leaders, as needed.
- Maintain an organization-wide perspective when advising staff and supervisors on HR questions and issues.
- Develop and maintain strong partnerships with other internal and support departments and functions such as IT, Operations, Marketing & Development, and Administration & Finance.
- Provide timely and sound guidance to staff and supervisors on organizational, federal, and state policies.
- Advise, support, and assist supervisors in managing employee issues such as performance management, behavioral concerns, and staffing changes such as employee onboarding and offboarding.
- Provide responsive and comprehensive advice on complex issues including FMLA, ADA, sexual and workplace harassment, addressing workplace microaggressions, violence, crisis situations, staff separations and the development of separation agreements.
- Review ADA accommodation requests and conduct interactive dialogue with employees making requests.
- Review and initiate leave of absence requests through the organizations leave of absence management system.
- Communicate, interpret, and ensure compliance with HR policies and procedures based on best practices in collaboration with the Managing Director of Human Resources.
- Continuously assess employee engagement and satisfaction at the department level to determine relevant programs and plans to maintain organizational goals.
- Support high staff performance, engagement, and satisfaction by identifying opportunities for training, development, and talent acquisition.
- Facilitate organizational and HR-specific communications.
- Partner with Talent Acquisition and hiring managers to develop effective and efficient recruitment and marketing strategies.
- Collaborate with Human Resources and hiring managers on staffing decisions and salary guidelines.
- Maintains understanding of workforce trends as related to areas of responsibility (i.e. recruitment/retention issues, market, equity, etc)
- Support, train, and troubleshoot questions from department leadership and staff on compensation policies, procedures, and processes.
- Provide consultation to supervisors on the development of job descriptions, evaluating the level and salary range for new or changing positions, market/equity reviews, and job offers.
- Work with HR team members to identify market trends and changes based on internal recruiting data and market research and report out finding to department leadership.
- Maintain an understanding of HRiAs compensation philosophy and practices which includes salary levels and ranges, organization pay factors, and all policies related to setting and reviewing compensation.
- Serve as subject matter expert and function lead in specific area of HR Management such as talent acquisition, employee benefits and compensation, and talent management.
- 5 7 years plus in Human Resources.
- Experience as a Human Resources Generalist or equivalent experience.
- Bachelors degree.
- PHR or SHRM-CP certification a plus.
- A demonstrated understanding of and commitment to equity and inclusion in Human Resources policies, procedures, and practices.
- Thorough knowledge of employment-related laws and regulations.
- Effective and consistent communicator - both oral and written.
- Advanced skills with the Microsoft Offices Suite (Excel, Word, Outlook, MS Teams, and Zoom).
- Strong project management skills with excellent attention for detail and accuracy.
- Experience with HRIS systems management.
- A commitment to advancing employee well-being and equity, valuing diversity of thought, backgrounds, and perspectives.
- Ability to handle sensitive information with confidentiality and discretion.
- Excellent interpersonal, negotiation, and conflict resolution skills.
- Ability to both work independently and to contribute to a team.
- Demonstrated ability to prioritize and coordinate multiple projects simultaneously.
- Motivation to support HRIAs mission and values.
- Ability to work calmly under pressure.