{"id":2538841,"url":"https://alion.io/job/pets-in-need-hr-manager","title":"HR Manager","company":{"id":2323326,"name":"Pets In Need","domain":"petsinneed.org","url":"https://alion.io/company/petsinneed","size_band":"1-10","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Rippling","truth_index":null},"role":"HR","role_family":"HR","seniority":"senior","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Redwood City, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":91000,"max_usd":181000,"period":"year","method":"role_seniority_country_remote_cell","sample_n":2746},"experience_years_min":5,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Google Workspace","optional":false},{"name":"Microsoft Office","optional":false}],"status":"live","first_seen_at":"2026-10-13T20:23:42Z","employer_posted_date":"2026-10-13","last_verified_at":"2026-11-01T16:59:36Z","board_verified":true,"closed_at":null,"days_open":18,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":18},"description":"About Pets in Need\nOur mission is to provide animals with loving care and lasting homes, to partner with communities striving to do the same, and to advance our no-kill legacy. \nThe Human Resources Manager is responsible for managing and administering the organization’s human resources programs, policies, and practices in alignment with the organization’s mission, values, strategic objectives, and applicable federal, state, and local employment laws.\nThe Human Resources Manager serves as a trusted resource to employees and managers and provides hands-on leadership across employee relations, compliance, recruitment and staffing, compensation and salary administration, benefits administration, performance management, and HR operations.\nThis position requires a high degree of discretion, sound judgment, professionalism, and the ability to balance the needs of employees with the operational and mission-driven needs of a nonprofit organization. The HR Manager promotes a positive, inclusive, equitable, and respectful workplace while ensuring consistent and legally compliant application of organizational policies and practices.\nEssential Duties and Responsibilities\nEmployee Relations\nServe as a trusted resource and point of contact for employees and managers regarding workplace concerns, policies, performance issues, and employment-related matters.\nProvide guidance to managers on employee relations matters, including performance management, coaching, corrective action, attendance, workplace conduct, and conflict resolution.\nInvestigate employee complaints and workplace concerns promptly, objectively, and confidentially, documenting findings and recommendations as appropriate.\nPartner with leadership and managers to address employee performance and conduct issues consistently and fairly.\nFacilitate conflict resolution and promote constructive communication among employees and teams.\nPromote employee engagement, retention, morale, and a positive workplace culture consistent with the organization’s mission and values.\nMaintain appropriate confidentiality regarding personnel matters and sensitive employee information.\nHuman Resources Compliance\nEnsure HR policies, procedures, and practices comply with applicable federal, state, and local employment laws and regulations.\nMaintain and periodically update the employee handbook, HR policies, procedures, and required employment notices.\nMaintain accurate and confidential personnel records in accordance with applicable retention requirements.\nMake sure new-hire paperwork, including I-9 verification, and required trainings, including harassment prevention, are completed on time.\nPartner with payroll and finance to ensure accurate and compliant payroll practices.\nSupport compliance with applicable workplace safety, workers’ compensation, and injury reporting requirements.Coordinate responses to unemployment claims, employment-related inquiries, audits, and other governmental or regulatory requests.\nMaintain appropriate HR documentation to support consistent application of policies and defensible employment practices.\nAdvise management when employee matters present potential legal or compliance concerns and coordinate with outside employment counsel when appropriate.\nRecruiting and Talent Acquisition\nManage the organization’s full-cycle recruitment process in partnership with hiring managers.\nDevelop and update job descriptions to accurately reflect responsibilities, qualifications, essential functions, and organizational expectations.\nConsult with hiring managers regarding staffing needs, job requirements, compensation ranges, and recruitment strategies.\nScreen applications and candidates and coordinate interviews and selection processes.\nProvide guidance to managers regarding structured, equitable, and legally compliant interviewing and selection practices.\nCoordinate reference and background checks, where applicable.\nPrepare and extend employment offers in accordance with approved compensation parameters and organizational policies.\nConduct or coordinate new-hire onboarding and orientation.\nDevelop strategies to strengthen the organization’s employer brand and ability to attract mission-aligned talent.\nMaintain recruiting metrics and monitor hiring activity, time-to-fill, turnover, and other relevant measures.\nCompensation and Salary Administration\nAdminister the organization’s compensation program in accordance with approved policies, budgets, and salary structures.\nMaintain accurate job descriptions, job classifications, salary ranges, and compensation information.\nPartner with leadership and finance on annual salary review and merit increase processes.\nProvide managers with guidance regarding compensation decisions, promotions, job changes, starting salaries, and internal equity.\nEnsure compensation decisions are applied consistently and equitably across the organization.\nResearch nonprofit and relevant market compensation data and make recommendations regarding salary ranges and compensation practices.\nEnsure exempt/non-exempt classifications and other employment classifications are reviewed and administered appropriately.\nBenefits Administration\nAdminister the organization’s employee benefits programs, including health, dental, vision, retirement, life, disability, and other applicable benefits.\nServe as the primary HR resource for employee questions regarding benefit eligibility, enrollment, coverage, and changes.\nCoordinate annual benefits enrollment and employee communications.\nCoordinate with benefits brokers, insurance carriers, retirement plan providers, and other vendors. Assist leadership in evaluating benefits programs, costs, competitiveness, and employee needs.\nCommunicate benefit plan changes clearly and effectively to employees.\nMaintain benefits records and ensure appropriate confidentiality and compliance.\nSupport administration of applicable leave and benefits continuation requirements.\nPerformance Management and Organizational Development\nAdminister the organization’s performance management process and provide guidance to managers and employees.\nCoach managers on setting meaningful goals, providing feedback, documenting performance, and addressing performance concerns.\nIdentify opportunities for employee training, professional development, and leadership development.\nAssist leadership in developing employee engagement and retention initiatives.\nSupport succession planning and workforce development efforts as appropriate for the size and needs of the organization.\nHR Operations and Administration\nMaintain accurate HRIS (Rippling) and employee data, ensuring timely and accurate updates.\nEstablish and maintain efficient HR processes, procedures, and systems.\nPrepare HR reports and metrics for management and leadership.\nConduct exit interviews and analyze turnover trends.\nPartner with Finance/Payroll to ensure accurate employee data and timely processing of payroll-related changes.\nRecommend improvements to HR systems and processes that increase efficiency, compliance, and employee service.\nCoordinate Managers’ and All Staff meetings, including content and logistics.\nQualifications\nRequired\nBachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent combination of education and experience.\n5+ years of progressive HR experience, preferably with experience serving as an HR generalist or HR manager.\nDemonstrated experience in employee relations, HR compliance, recruiting, compensation, and benefits administration.\nWorking knowledge of California and federal employment law, including wage and hour, leave, and harassment prevention requirements.\nExperience advising and coaching managers on employee relations and performance matters.\nExperience maintaining confidential personnel and HR records.\nStrong proficiency with HRIS, Microsoft Office/Google Workspace, and related HR systems.\nExcellent communication, interpersonal, organizational, and problem-solving skills.\nAbility to exercise independent judgment and maintain strict confidentiality.\nAbility to work around animals, including exposure to animal dander and allergens, with or without reasonable accommodation.\nPreferred\nHR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.\nPrevious experience working in a nonprofit or mission-driven organization.\nExperience administering HR programs in a small or mid-sized organization.\nKnowledge of nonprofit employment practices and the unique workforce considerations of mission-driven organizations.\nEqual Employment Opportunity\nPets 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.\nThis job description is intended to describe the general nature and level of work performed by employees in this position. It is not intended to be an exhaustive list of all duties, responsibilities, qualifications, or requirements. 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