HR & Operations Hub Manager overseeing HR operations and compliance in Malaysia. Supporting the establishment of the hub as the primary resource center for APAC operations.
About the role
- HR Manager overseeing all HR functions at Neighborhood House, a non-profit agency supporting social services for underprivileged communities. Leading HR strategies, employee development, and organizational culture initiatives.
Responsibilities
- Partner with the Senior Leadership Team to align HR strategies with the organization’s mission, vision, values, and long-term goals.
- Provide strategic HR guidance to leadership on workforce planning, organizational structure, succession planning, and employee development.
- Contribute HR data and insights to support organizational planning and decision-making.
- Lead initiatives that strengthen organizational culture, employee engagement, and retention.
- Develop and implement HR strategies that support a diverse, equitable, and inclusive workplace.
- Design and lead training programs and leadership development efforts.
- Serve as the senior advisor to supervisors and leadership on complex employee relations matters.
- Provide guidance on performance management, progressive discipline, workplace conflict, and employee conduct.
- Lead investigations into workplace concerns, ensuring a fair, impartial, thorough, and confidential process.
- Support supervisors in addressing performance gaps and employee concerns.
- Ensure consistent and equitable application of policies across programs and sites.
- Collaborate with HR consultant and attorney regarding risk mitigation.
- Oversee the organization’s annual performance planning and performance review cycle, ensuring the process is implemented consistently across all programs.
- Monitor completion and quality of performance reviews across the organization and follow up with managers as needed.
- Develop and maintain performance management tools, templates, and timelines to support effective goal setting, performance evaluation, and professional development.
- Meet regularly with program directors and managers to review staffing issues, provide coaching on performance management, and support effective supervision practices.
- Provide guidance to managers on setting clear expectations, delivering constructive feedback, and addressing performance concerns early and effectively.
- Support supervisors in developing performance improvement plans and coaching strategies when performance concerns arise.
- Identify trends in performance management, supervision challenges, and employee relations issues and provide proactive training or resources to managers.
- Support managers in budgeting for and developing professional development plans for all staff in conjunction with the PPR process.
- Lead compensation strategy, including advising on salary structures and pay bands, internal equity analysis, pay adjustments, promotions, and interim pay decisions.
- Ensure compliance with federal, state, and local pay equity laws.
- Advise leadership on compensation strategy and workforce cost impacts.
- Lead the development and implementation of HR policies and procedures.
- Oversee annual updates to the Employee Handbook.
- Ensure compliance with federal, state, and local employment laws.
- Provide guidance to leadership regarding legal risks and employment compliance.
- Oversee required annual reporting and filing such as EEO-1, non-discrimination testing, form 5500, and OSHA logs.
- Design and deliver leadership training for managers on topics including performance management, employee relations, workplace culture, and supervision and accountability.
- Oversee the administration of HR programs, including benefits, leave management, and HRIS systems.
- Provide guidance and oversight of day-to-day HR operations.
- Evaluate and implement HR systems and process improvements.
- Review HR metrics such as turnover, retention, leave usage, and staffing trends.
- Provide workforce analytics and recommendations to leadership.
- Use HR data to inform strategic planning and retention initiatives.
- Provide guidance and updates to the HR committee.
- In partnership with the Operations Manager, oversee and support the organization’s Safety Committee, ensuring compliance with workplace safety requirements, facilitating regular meetings, and promoting a culture of safety across programs and sites.
- Provide consistent supervision, coaching, and mentorship to staff, fostering professional growth and continuous skill development.
- Set clear goals and expectations, and manage performance in alignment with organizational policies.
- Promote a positive, inclusive, and collaborative team culture that supports engagement and retention.
- Ensure staff have the tools, resources, and training needed to be successful in their roles.
- Communicate openly with staff through regular 1:1 check-ins, feedback, and team meetings.
Requirements
- Bachelor’s degree in a related field
- Minimum 5 years of HR experience, ideally in a nonprofit or social services environment.
- Minimum of 3 years of supervisory experience, including direct oversight of HR staff or a team.
- Extensive knowledge of federal and state employment laws, regulations, and compliance requirements.
- Proven experience in strategic HR leadership, employee relations, performance management, HR policy development, and conflict resolution.
- Ability to facilitate sensitive conversations, mediate conflicts, and de-escalate heightened situations effectively.
- Experience coaching and mentoring supervisors and new leaders on leadership best practices and performance management.
- Excellent interpersonal, verbal, and written communication skills with the ability to build trust at all levels.
- Public speaking and presentation skills, with the ability to clearly communicate HR policies and organizational updates to different audiences.
- Demonstrated ability to work effectively with individuals from diverse communities and cultures and communicate effectively with individuals whose English language skills are limited.
- Ability to plan and execute HR projects (e.g., system implementations, policy rollouts, organization-wide training).
- Analytical skills, including the ability to track HR metrics, interpret data, and make data-driven recommendations.
- Knowledge of adult learning theories preferred.
- DEI certificate or equivalent training in diversity, equity, and inclusion.
- SHRM-CP or PHR certification at date of hire or within 90 days of hire.
Benefits
- 26 days of PTO and 12 paid holidays per year (PTO increases to 31 days after 2 years of employment)
- Affordable health insurance with 95% of the employee premium paid by NH
- 403b retirement plan
- Company-paid life insurance.
- Voluntary life, long-term disability, accident, and critical illness insurance.
- Flexible Spending Account (FSA)
- Employee Assistance Program (EAP) with free counseling
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