Jobs at Haven for Hope (Now Hiring) — 5 open

Job DetailsJob Location: Haven for Hope of Bexar County - San Antonio, TX 78207Position Type: Full TimeEducation Level: 4 Year DegreeSalary Range: $90,000.00 - $110,000.00 Salary/yearTravel Percentage: Driving RoleJob Category: Human ResourcesPOSITION SUMMARY

The HR Manager is a dynamic, hands-on operational and strategic HR leader who plays a critical role in supporting the organization. Partnering closely with the Director of Human Resources and department leaders across all shifts and program areas, this role drives the day-to-day execution of all HR functions including employee relations, talent acquisition, compliance, compensation, benefits, training, and HR systems management. The HR Manager leads and develops a team of HR professionals, coaches supervisors and managers across all shifts, and ensures consistent, equitable, and legally compliant HR practices throughout the organization. This individual must be comfortable operating in a dynamic and 24/7/365 organization.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Employee Relations & Engagement

Serve as the primary escalation point for complex employee relations matters including harassment, discrimination, misconduct, and workplace conflict across all shifts and program areas

Lead thorough, objective, and timely investigations in accordance with organizational policy and applicable law, ensuring consistency across workforce

Coach and develop supervisors and managers on HR policies, corrective action, disciplinary documentation, and performance conversations

Oversee leave management programs including FMLA, ADA accommodations, personal leaves, and workers' compensation, ensuring continuity of care in round-the-clock operations

Design, implement, and evaluate employee engagement and recognition programs that reach staff across all shifts, including overnight and weekend employees

Conduct and analyze employee engagement survey data to identify retention risks and develop targeted action plans

Partner with leadership to maintain a workplace culture that is delivers care, accountability and accomplishment.

Recruitment & Selection

Oversee full-cycle recruiting operations across all levels of the organization, with emphasis on hard-to-fill positions

Lead recruiting efforts for manager, supervisor, and director-level positions

Develop and maintain partnerships with community organizations, reentry programs, recovery programs, and workforce development agencies to support inclusive, second-chance hiring

Establish, monitor, and report on recruiting KPIs including time-to-fill, cost-per-hire, offer acceptance rates, ect.

Oversee applicant tracking system (ATS) management and ensure consistent, compliant candidate workflows

Own the design and continuous improvement of the new employee onboarding program, ensuring orientation and integration experiences are accessible for staff starting on any shift

Partner with department heads to conduct proactive workforce planning discussions and anticipate staffing needs across all operational hours

Compensation, Benefits & Payroll

Lead the annual compensation review cycle including market benchmarking, internal equity analysis, and pay recommendations for leadership approval

Manage and evaluate compensation structures

Oversee benefits open enrollment including carrier coordination, employee communications, and educational sessions accessible to all-shift staff

Partner with the Benefits/Payroll Specialist to ensure payroll accuracy, timely processing, and compliance with shift differentials, overtime regulations, and multi-shift pay structures

Ensure payroll and benefits administration practices comply with all applicable federal, state, and local regulations

Training & Development

Assess organizational training needs across all departments and shifts and develop an annual learning and development plan with measurable outcomes

Oversee the design and delivery of compliance training, leadership development, supervisor skill-building, and mission-aligned staff development programs

Ensure training is delivered in formats and at times accessible to staff across all shifts including evenings, weekends, and overnights

Identify, evaluate, and manage external training vendors and community learning partnerships

Track training completion, evaluate program effectiveness, and report outcomes to the Director of Human Resources

Compliance & Audits

Ensure all HR policies, procedures, and employment practices comply with federal, state, and local law

Maintain and annually update the employee handbook in collaboration with leadership and legal counsel

Lead HR audit preparation, response, and corrective action planning

Stay current on employment law changes impacting a 24/7 workforce, including wage and hour regulations, scheduling laws, and shift-specific compliance requirements

Oversee workers' compensation program administration including claims coordination and return-to-work programs

Performance Management

Design, administer, and continuously improve the organization-wide performance management program including evaluation tools, rating calibration, and timelines

Coach managers across all shifts through performance improvement plans, disciplinary actions, and involuntary separation decisions

Analyze performance data to identify trends and inform training, development, and workforce planning strategies

HR Operations, HRIS & Reporting

Oversee HRIS data governance and integrity, lead system optimization efforts, and ensure all team members are trained on system use

Develop and present HR metrics, dashboards, and trend analyses for regular review by HR Director and leadership team

Support strategic workforce planning and contribute to the organization's long-term operational and staffing goals

Other Duties

Maintain availability and responsiveness to support urgent HR matters that arise during non-standard hours in a 24/7/365 operation

Performs other duties as assigned

QualificationsEDUCATION & EXPERIENCE

Required

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field

Minimum 7 years of progressive HR experience, with at least 3 years in a people management or senior HR generalist role

Demonstrated experience managing employee relations investigations and complex HR matters

Strong working knowledge of federal, state, and local employment law and HR compliance requirements

Preferred

SHRM-CP, SHRM-SCP, PHR, or SPHR certification

Experience in a nonprofit, social services, residential, or mission-driven organization

Experience with second-chance, reentry, or barrier-inclusive hiring programs

Experience supporting a multi-shift, 24/7, or round-the-clock workforce strongly preferred

KNOWLEDGE/SKILLS/ABILITIES

Comprehensive knowledge of employment law, HR best practices, and workforce compliance

Strong leadership, coaching, and team development skills

Proven ability to build trust and credibility with employees, supervisors, and leadership across all levels and all shifts

Excellent investigation, conflict resolution, and critical thinking skills

Proficiency in HRIS platforms, ATS systems, and Microsoft Office Suite

Ability to manage competing priorities and make sound HR judgments in a fast-paced, mission-driven environment

High level of discretion, integrity, and confidentiality with sensitive employee and organizational information

Strong data analysis and HR reporting skills

MANAGERIAL RESPONSIBILITIES

Directly supervises HR Generalist(s) and HR Coordinator.

Provides day-to-day leadership, performance coaching, and professional development support for all HR team members

Fosters a collaborative, high-performing HR team culture that models the organization's values

WORK ENVIRONMENT & PHYSICAL DEMANDS

Standard office environment with regular interaction across multiple program departments and operational areas

Must be available and responsive to urgent HR matters arising outside of standard business hours in support of a 24/7/365 organization

Occasional travel to organizational program sites, offsite meetings, or community partner locations

Prolonged periods of sitting and computer use

Occasional lifting of materials up to 15 pounds