HR Manager

• Serve as a trusted resource and point of contact for employees and managers regarding workplace concerns, policies, performance issues, and employment-related matters.
• Provide guidance to managers on employee relations matters, including performance management, coaching, corrective action, attendance, workplace conduct, and conflict resolution.
• Investigate employee complaints and workplace concerns promptly, objectively, and confidentially, documenting findings and recommendations as appropriate.
• Partner with leadership and managers to address employee performance and conduct issues consistently and fairly.
• Facilitate conflict resolution and promote constructive communication among employees and teams.
• Promote employee engagement, retention, morale, and a positive workplace culture consistent with the organization’s mission and values.
• Maintain appropriate confidentiality regarding personnel matters and sensitive employee information.

• Manage the organization’s full-cycle recruitment process in partnership with hiring managers.
• Develop and update job descriptions to accurately reflect responsibilities, qualifications, essential functions, and organizational expectations.
• Consult with hiring managers regarding staffing needs, job requirements, compensation ranges, and recruitment strategies.
• Screen applications and candidates and coordinate interviews and selection processes.
• Provide guidance to managers regarding structured, equitable, and legally compliant interviewing and selection practices.
• Coordinate reference and background checks, where applicable.
• Prepare and extend employment offers in accordance with approved compensation parameters and organizational policies.
• Conduct or coordinate new-hire onboarding and orientation.
• Develop strategies to strengthen the organization’s employer brand and ability to attract mission-aligned talent.
• Maintain recruiting metrics and monitor hiring activity, time-to-fill, turnover, and other relevant measures.

• Administer the organization’s performance management process and provide guidance to managers and employees.
• Coach managers on setting meaningful goals, providing feedback, documenting performance, and addressing performance concerns.
• Identify opportunities for employee training, professional development, and leadership development.
• Assist leadership in developing employee engagement and retention initiatives.
• Support succession planning and workforce development efforts as appropriate for the size and needs of the organization.

• Maintain accurate HRIS (Rippling) and employee data, ensuring timely and accurate updates.
• Establish and maintain efficient HR processes, procedures, and systems.
• Prepare HR reports and metrics for management and leadership.
• Conduct exit interviews and analyze turnover trends.
• Partner with Finance/Payroll to ensure accurate employee data and timely processing of payroll-related changes.
• Recommend improvements to HR systems and processes that increase efficiency, compliance, and employee service.
• Coordinate Managers’ and All Staff meetings, including content and logistics.

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent combination of education and experience.
• 5+ years of progressive HR experience, preferably with experience serving as an HR generalist or HR manager.
• Demonstrated experience in employee relations, HR compliance, recruiting, compensation, and benefits administration.
• Working knowledge of California and federal employment law, including wage and hour, leave, and harassment prevention requirements.
• Experience advising and coaching managers on employee relations and performance matters.
• Experience maintaining confidential personnel and HR records.
• Strong proficiency with HRIS, Microsoft Office/Google Workspace, and related HR systems.
• Excellent communication, interpersonal, organizational, and problem-solving skills.
• Ability to exercise independent judgment and maintain strict confidentiality.
• Ability to work around animals, including exposure to animal dander and allergens, with or without reasonable accommodation.

• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Previous experience working in a nonprofit or mission-driven organization.
• Experience administering HR programs in a small or mid-sized organization.
• Knowledge of nonprofit employment practices and the unique workforce considerations of mission-driven organizations.

Pets In Need is an equal opportunity employer. We are committed to providing an inclusive workplace and employment opportunities without regard to legally protected characteristics under applicable federal, state, or local law.