NOW HIRING: Human Resources Manager

Job Title: Human Resources Manager
Salary/Hourly Rate: $75,000-$85,000
Reports To: Chief Executive Officer
Direct Reports: HR Administrative Assistant
Position Status: Full Time
Location: Maryland State-Wide

Position Overview:

Lead4Life is seeking an experienced and highly organized Human Resources Manager to oversee the organization’s human resources operations, compliance, employee lifecycle processes, and HR administration.

Lead4Life provides community-based programs and services to diverse and vulnerable populations, including justice-involved youth, individuals returning to the community following incarceration, individuals experiencing homelessness, individuals living with mental health challenges, and other individuals and families facing significant barriers.

Because of the nature of Lead4Life’s programs, the HR Manager must maintain strong systems for employee documentation, background and credential requirements, training, performance management, workplace policies, and nonprofit and employment compliance.

The HR Manager will supervise one HR Administrative Assistant and work closely with organizational leadership and program managers to ensure that HR processes are consistent, timely, well-documented, and aligned with Lead4Life’s mission and contractual and regulatory responsibilities.

Key Responsibilities (Including but not limited to):

Human Resources Operations & Compliance

• Oversee day-to-day human resources operations across Lead4Life programs.
• Maintain and regularly review HR policies, procedures, employee handbook provisions, and internal HR processes.
• Monitor compliance with applicable federal, state, and local employment laws and regulations.
• Support compliance with nonprofit, grant, contract, licensing, and program-specific personnel requirements.
• Ensure personnel files and required HR documentation are complete, accurate, confidential, and audit-ready.
• Maintain systems for tracking required employee documentation, certifications, background checks, clearances, training, and other employment requirements.
• Monitor expiration dates and ensure required renewals are completed timely.
• Coordinate HR documentation for organizational, grant, contract, or program audits.
• Identify HR compliance risks and recommend corrective actions or process improvements to leadership.
• Track key workforce information including headcount, vacancies, turnover, hiring activity, performance review completion, training compliance, and personnel documentation.

Recruitment, Hiring & Onboarding

• Manage the full recruitment and hiring process from job posting (Indeed, L4L website, referrals) through onboarding.
• Partner with leadership and program managers to identify staffing needs and develop or update job descriptions.
• Post open positions, review applicants, coordinate interviews, and support candidate selection.
• Ensure hiring practices are consistent and compliant with applicable employment requirements.
• Coordinate with Operations Manager and HR administrative assistant for offer letters, employment documentation, background checks, reference checks, and required pre-employment screenings.
• Coordinate onboarding and new-hire orientation.
• Ensure new employees complete all required documentation, training, acknowledgments, and program-specific requirements.
• Track vacancies, open positions, time-to-fill, onboarding status, and other relevant hiring metrics.

Employee Records & HR Tracking

• Develop and maintain centralized HR tracking systems for:
  • Employee personnel records
  • Hiring and onboarding
  • Background checks and clearances
  • Required certifications and credentials
  • Mandatory trainings
  • Policy acknowledgments
  • Employee status and position changes
  • Performance reviews
  • Corrective actions and performance improvement plans
  • Employee leave
  • Separations and offboarding
• Conduct routine personnel file audits and follow up with employees and supervisors regarding missing or expired documentation.
• Maintain confidentiality and appropriate access controls for sensitive employee information.

Performance Management & Annual Reviews

• Manage Lead4Life’s annual employee performance review process.
• Develop and maintain a consistent review schedule and tracking system.
• Notify supervisors of upcoming reviews and deadlines.
• Ensure managers complete reviews accurately and timely.
• Maintain completed reviews in employee personnel files.
• Assist managers with performance expectations, coaching, documentation, corrective action, and performance improvement plans.
• Track probationary/introductory reviews, annual reviews, and other required performance evaluations.
• Identify organization-wide performance or training trends and communicate findings to leadership.

Employee Relations

• Serve as a primary HR resource for employees and supervisors regarding workplace policies and HR procedures.
• Support managers in addressing employee performance, attendance, conduct, and workplace concerns.
• Receive and appropriately document employee complaints and concerns.
• Coordinate or support workplace investigations when necessary.
• Promote consistent and equitable application of organizational policies.
• Provide guidance regarding disciplinary actions, performance improvement plans, and employee separations.
• Escalate significant employee relations, legal, safety, or compliance concerns to leadership as appropriate.
• Coordinate employee resignations, terminations, transfers, promotions, and other employment changes.
• Coordinate exit procedures, return of organizational property, access removal, and final HR documentation.
• Conduct or coordinate exit interviews when appropriate.

Supervision of HR Administrative Assistant

• Directly supervise and support the HR Administrative Assistant.
• Establish clear responsibilities, priorities, and deadlines.
• Delegate administrative HR functions while maintaining appropriate oversight and quality control.
• Conduct regular check-ins and review completion of assigned work.
• Provide training, coaching, and feedback.
• Ensure timely completion of personnel filing, employee documentation, data entry, onboarding paperwork, tracking updates, and other assigned HR administrative responsibilities.

Employee Relations

• Serve as a primary HR resource for employees and supervisors regarding workplace policies and HR procedures.
• Support managers in addressing employee performance, attendance, conduct, and workplace concerns.
• Receive and appropriately document employee complaints and concerns.
• Coordinate or support workplace investigations when necessary.
• Promote consistent and equitable application of organizational policies.
• Provide guidance regarding disciplinary actions, performance improvement plans, and employee separations.
• Escalate significant employee relations, legal, safety, or compliance concerns to leadership as appropriate.

Minimum Requirements:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Management, Nonprofit Management, or a related field; equivalent relevant experience may be considered.
• Minimum of 8 years of progressive human resources experience, including experience independently managing core HR functions.
• Experience with recruitment, onboarding, employee relations, performance management, HR documentation, and compliance.
• Working knowledge of federal and applicable state employment laws and HR best practices.
• Strong organizational, tracking, documentation, and records-management skills.
• Experience handling confidential and sensitive employee information.
• Strong written and verbal communication skills.
• Ability to manage multiple deadlines and priorities across different programs.
• Experience supervising or providing oversight to administrative staff.

Preferred:

• HR experience within a nonprofit, behavioral health, human services, social services, reentry, juvenile justice, homelessness services, or community-based organization.
• Experience working in an organization receiving government grants or contracts.
• Experience preparing HR documentation for audits, monitoring visits, or compliance reviews.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification.
• Experience implementing or improving HR tracking systems and HRIS processes.

Working Conditions:

• May require occasional in-state travel to program sites for HR coordination or training.

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required as other functions may be assigned.

Fill out the form below to apply for this position.

This is a Non–Exempt Position Under The Fair Labor Standards Act.

Lead4Life, Inc. is an Equal Opportunity Employer.

Lead4Life is committed to providing equal employment opportunities and maintaining a workplace that values professionalism, respect, fairness, and inclusion. Employment decisions are made in accordance with applicable federal, state, and local laws and based on organizational needs, qualifications, performance, and other legitimate employment considerations.

By submitting the contact form below, I acknowledge and affirm that I have read the above job description and fully understand and accept the position responsibilities, and requirements as described on this page. If I am hired to fill this position, I understand that a copy of this job description will be placed in my personnel file found in the Human Resources Department.