Human Resources Manager

Human Resources Manager

The HR Manager has firmwide strategic and management oversight of the human resources functions and HR team, in helping shape the firm's culture, collaborating with leadership to create a thriving people environment that advances the firm's business goals, people, reputation, and growth.

Their overall role includes researching, designing, and executing policies, programs and initiatives in the areas of talent acquisition, job descriptions, career path development, workforce, and leadership learning and development, performance assessment and evaluations, succession planning, compensation, benefits and equity, DEI ambassador and road paver, employee relations, new hire onboarding, performance management guidance, rewards and recognition, employment law training, AI, and compliance.

Primary Responsibilities:

• Critical partner to leadership, helping them to understand the employee life cycle and value proposition specific to the firm's mission and values.
• Working with leadership development to ensure leaders are aligned in the best way to support the culture, people, and their own growth.
• Trusted advisor, providing leadership guidance on how to do their best work in hiring, managing and retaining top talent.
• Working with leadership to help grow and maintain a high-performance, exciting, positive, and fun culture

HR Management and Framework:

• Ensure the highest level of HR engagement, ensuring the HR team is fostering a climate of personal conversation, empathy, personable, collegiality, confidentiality and guidance in solving problems.
• Apply best practices in areas including but not limited to employee engagement (high priority), leadership engagement (high priority), performance management, career path development, succession planning (high priority), program curation, coaching, mentoring and beyond.
• Ensure HR Team is completing assignments within specific deadlines and processes, tasks, and systems are running at the highest level of efficiency.
• Manage annual HR budget and allocations
• Ensure the team is never above any task, especially when we have to make things happen at the drop of a hat
• Strategize and plan each year how to grow and align HR to the overall vision, values, DEI commitment and goals. (new software, practices, policies, presence, programs etc)

Talent Acquisition, Talent Development, and Performance Management:

• Manage recruitment budget and monitor ROI.
• Create user friendly pre-hire and new-hire onboarding and orientation that helps employees integrate to their new role, team and firm culture.
• Ensure leadership is doing new hire check-ins during the first 90 days to ensure new hires feel supported.
• Create and implement robust summer internship programs
• Create meaningful job descriptions that serve as a reference point for recruitment and as reference point for employee evaluations.
• Create a nimble performance appraisal system with leadership training in how to provide feedback, identifying where employees may need training or development support.
• Develop and monitor career path development and succession planning with appropriate leaders
• Provide managerial/leadership training to ensure managers/directors/leaders/partners are helping employees to develop and feel a part of the team and culture.

Benefits and Compensation:

• Develop and monitor a competitive and equitable compensation structure, participate in AIA Compensation and Benchmarking surveys.
• Work in tandem with Finance to develop an annual performance budget; create and train leaders on performance metrics.
• Partner with Benefits to assess and select benefits plans and vendors; work closely with Finance Director to review cost implications.
• Oversee and partner with benefits to develop Annual Enrollment and employee communication campaign, including quarterly meetings with Finance, benefits and insurance vendors to evaluate claim trends.
• Develop wellness programs in partnership with Benefits to best support employee well-being.
• Ensure ERISA, worker's compensation and leaves compliance in tandem with benefits, finance and payroll.

HRIS:

• Ensure the firm is maximizing HRIS software, employee data and management in tandem with the Finance Director, Payroll, Benefits and the HR Team.
• Utilize HRIS reports to streamline and monitor employee hiring, promotions, retention and demographic trends, sharing relevant information with leadership.

Policies and Procedures:

• Develop online handbook that contain pertinent firm information, employee essentials, ie. Working hours, timesheets, benefits, leave policies, expense reports, workplace conduct, and employment laws and regulations.
• Ensure policies are fair, consistent and updated as needed.

Employee Relations:

• Promote a culture of wellbeing to elevate employee experience.
• Train managers on how to foster positive working relationships and address employee performance.
• Assess and act as a mediator in situations requiring conflicts and grievances.
• Educate managers on risk management regularly

HR Administration:

• Maintain accurate records, files and reports.
• Ensure HR team is properly trained in providing HR support in a way the firm needs.

Qualifications:

• College degree in HR Management or related field, SHRM certification is a plus.
• 10 – 15 years in an HR Leadership role, including managing an HR Team.
• Talent acquisition expert, with experience in talent development, compensation and benefits and employee relations.
• Strategic thinking combined with HR expertise and business acumen to drive a thriving and engaged culture.
• Demonstrated skills in consensus-building
• Experience in design industry is a plus.

Why Moody Nolan?

Moody Nolan is a diverse workplace, founded on the principles of equity and inclusion. We believe the best designs come from divergent perspectives working together toward a common goal. We pursue design excellence and use architecture as a catalyst to uplift and empower communities.

With 12 offices nationwide, we champion one another to achieve career aspirations while balancing the demands of life. We're always looking for new talent to join us in creating the future of design.

We practice responsive architecture and responsible citizenship— designing solutions unique to our clients, community and the environment. We listen intently and analyze creatively to design spaces that reflect the culture of our clients and the communities they serve. As responsible citizens, we design spaces that prioritize human health and protect the Earth's ecosystems.

We believe in leading by example— its why our firm is diverse by design. As the largest African American owned firm, equity and inclusion shape our firm culture and guide our design decisions. We challenge the status quo to create equitable design solutions that address systemic racism and inspire positive social change.

Our employee benefits support you for the long term—from continuing education to retirement planning—we're here to help you succeed.

We offer: Paid Vacation and Wellness Time 9 paid Holidays Parental & Related Leaves of Absence Medical, Dental, and Vision 401K Retirement Plan Life Insurance Disability Insurance Accident and Critical Illness Programs Section 125 Premium Program Flexible Spending and Health Savings Account Certification and Licensure Credit Career Mentoring and Advancement Transit and Parking Allowance

Sound like a good fit? We'd love to meet you.